| Next to conducting performance evaluations, | | | | -- " I could have done more" - You hired Cynthia |
| terminating employees ranks as the most difficult | | | | because of her potential. Knowing that with coaching |
| activity by most managers. One of the reasons for | | | | and training she could develop into an excellent |
| the angst is the feeling of guilt. The other is being | | | | programmer. However, your "open door" was rarely |
| concerned about saying something in the termination | | | | open as you were always so busy. Cynthia didn't |
| meeting which could rebound negatively on you and | | | | receive the technical backup she needed to complete |
| the company. | | | | her projects. The easiest explanation - she is lazy, or |
| Why? | | | | incompetent, or doesn't fit the culture. Your guilt - you |
| -- The feeling of guilt: Somehow the idea that | | | | could have done more and now she is sitting across |
| employees are responsible for their performance and | | | | from you being fired for incompetence. |
| conduct is not universally accepted. It's the concept | | | | -- Inadequate and Inaccurate documentation: |
| that - we don't have the perfect work environment, or | | | | Document, document, document: and have the |
| management team, or co workers and therefore the | | | | employee sign off on your observations after a first sit |
| employee is not totally responsible. A type of | | | | down - get attention type of conference. What you |
| corporate kombia environment. | | | | don't commit to writing in a comprehensive, accurate, |
| -- Fear: Managers know when they haven't managed | | | | timely manner can and will come back to bite you. |
| well. Their actions have contributed to the downward | | | | Inaccurate documentation makes the termination |
| slide of an employee. For example, the tendency to | | | | meeting difficult- and can lead to legal difficulties down |
| "look the other way" when a potential harassment | | | | the road. |
| situation is evolving. You've heard the jokes, seen the | | | | -- What can and should be said in the termination |
| pictures, watched Johnny play grabs with Susie who is | | | | interview? What you say can and will be held against |
| obviously offended. Now there is a serious problem - | | | | you. Be sensitive - but not self flagellating: this is no |
| and you have no records, no documentation, no history | | | | time to say you are sorry. This is a time to respect the |
| of conferences with Johnny. The fear - you are in a | | | | employee, maintain their dignity, and professionally |
| weak position, cannot defend your lack of action, and | | | | dismiss them from your employ. Apologies, inaccurate |
| how is the "surprised" Johnny going to react at being | | | | statements, recriminations, all will be remembered by |
| terminated? | | | | the employee and their attorney - don't go there. |