Doesn't really matter how you do it or what you say; the end result will be the same. Don't dance around the issue and be straightforward.
Before she comes to work, install CS on her computer and get her in the same server as you. Turn off her monitor. When she comes, quickly shoot her T/CT and say 'gg. you're fired.' If she somehow manages to live and dodges that, let her stay.
Serious question - if you fire someone in an at will state, and you offer no reason:
What if they ask you the reason? How do you respond to that?
AgaBoogaBoo
Lifer
- Feb 16, 2003
- 26,108
- 5
- 81
I guess I would answer that you dont have a good fit with the company. If you start giving reasons and later a lawyer starts challenging your reasons with employee evals, etc. it could be messy.
Gunslinger08
Lifer
- Nov 18, 2001
- 13,234
- 2
- 81
jamesbond007
Diamond Member
- Dec 21, 2000
- 5,280
- 0
- 71
In a more serious sense, has she ever been warned or talked to about her performance? How long has she worked there? Have you discussed with her the areas of improvement that the company needs?
My buisness partner is Bruce Wayne. When we have human relations problems we route directly from Yahoo!'s SN office to Bruce, then we flash the bat signal.
Rogo
Rogo
:thumbsup:
I'd go with the calm and collected approach of just being up front and honest with her. People need to hear when they are not performing to the expected level of excellence and reasons for why they are being let go. It always hurts to be let go from a job but I'd personally rather be that person who was honest than the jerk who simply fired me with no viable reasons behind it.
I've been laid off multiple times and never cried, but only had two managers with balls enough to be honest and up-front... giving me the chance to find out if it was my performance or anything about myself. I was always told that my positions were being eliminated.
hzl eyed grl
Super Moderator<br>Elite Member
- Dec 28, 1999
- 13,107
- 67
- 91
So she didn't go to the gym or she isn't doing well on job performance?
Sorry if they're spelled the same way, but that's what I noticed when I first read it. I have no advice for you on the firing part. :/
kranky
Elite Member
- Oct 9, 1999
- 21,019
- 156
- 106
I have more experience with this than I would like, but I have found short and direct is best. Anything you say to try and cushion the blow does not help.
Say: "Patty, we have decided to make a change and I am sorry to tell you that today will be your last day at Initech. [Note: nothing you say after this point will even register on her brain. I guarantee it.] We will pay you through the end of the day along with two weeks severance pay, and here is your check." If there are any complex issues like COBRA or 401k, etc., which she needs to understand and take action on, have a sheet printed out that she can take with her with the instructions. Don't expect her to remember anything you say.
That may sound harsh when you read it, but short and direct is best. What else can you say, really? If you bring up her work performance, that just opens the door for her to argue that you are wrong, that the problems are someone else's fault, etc. You can wish her good luck in the future but I wouldn't say more than that.
Some people launch into a "Why? I really want to know why?" routine but just say that you've decided to make a change. The sooner you end the conversation, the better for you.
Or, you can take the light-hearted approach...
TheoPetro: Hey, do you like jokes? Here's one... Knock, knock!
Secretary: Who's there?
TheoPetro: Not you, any more.
Say: "Patty, we have decided to make a change and I am sorry to tell you that today will be your last day at Initech. [Note: nothing you say after this point will even register on her brain. I guarantee it.] We will pay you through the end of the day along with two weeks severance pay, and here is your check." If there are any complex issues like COBRA or 401k, etc., which she needs to understand and take action on, have a sheet printed out that she can take with her with the instructions. Don't expect her to remember anything you say.
That may sound harsh when you read it, but short and direct is best. What else can you say, really? If you bring up her work performance, that just opens the door for her to argue that you are wrong, that the problems are someone else's fault, etc. You can wish her good luck in the future but I wouldn't say more than that.
Some people launch into a "Why? I really want to know why?" routine but just say that you've decided to make a change. The sooner you end the conversation, the better for you.
Or, you can take the light-hearted approach...
TheoPetro: Hey, do you like jokes? Here's one... Knock, knock!
Secretary: Who's there?
TheoPetro: Not you, any more.
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