SBHR

The worst part about managing people? Having to let them go.

Here are a few tips to make your difficult situation easier.

- document. Write down what happened and get statements from others if possible.
- investigate. Ask the employee about the situation. No matter how obvious it seems, always ask for their side of the story. Ask them if they stole and why? Ask why they were late for the 10th day in a row. Ask if they in fact punched someone. The answer may or may not surprise you but documenting it could help you immensely in the long run. And employees generally leave easier if they feel heard.
- schedule time to meet. Tell the employee you’d like them to come in for a meeting and schedule it so you can be prepared.
- never meet while you’re upset or busy. If the situation seems heated or you fear the employee will explode, send them home. Tell the employee you will call them tomorrow to discuss. You never want to put yourself or others at risk by trying to meet in person with an outraged employee.
- keep it short and sweet. Once you’ve done all your investigations there’s no need to drag it out. Tell the employee why they are being fired and shortly end the conversation. Allow them to grab their things or instruct them on what happens next.

Note: this advice is for general scenarios. Each situation may be different. Always ensure your decisions are legal and in compliance with federal and state regulations. For help with your exact scenario, please contact us at SBHR.info

This Friday is Employee Appreciate Day.
Do you have an employee recognition strategy in place?
You could do anything from celebrating birthdays and milestones, writing thank you cards, recognizing an employee of the month, provide lunch periodically or celebrate each person in their individual ways.

Studies prove that employees feel most appreciated when recognition is spread out across small acts throughout the year instead of one large gift.

If you don’t have a formal strategy for recognizing your employees, you may want to consider it.

For more ideas, contact us!

SBHR stands for Small Business HR

Hi, I’m Emily. I started SBHR in 2021 to help small business owners with their HR needs. After working in corporate HR for 10 years, I felt called to help small businesses who have the same needs as large companies, hiring, firing, compliance, etc. but didn’t have a team of 10 they could reach out to for answers.

Now small businesses can also feel confident in their employee management as we assist with recruiting, employee handbooks, documentation, training, employee relations and every aspect of your employee life cycle.

Learn more at SBHR.info