There are many guidelines for kitchen and bath dealers to follow when it comes to terminating a poorly performing employee.
Among the often-overlooked ones, however, are how to handle the situation among those of your employees who remain with the firm.
What follows are some of the guidelines recommended by business management specialists:
- If you do have to terminate an employee, do it in private. Keep
it non-personal, and do it quickly, remaining out of view, and out
of earshot of others.
- Understand that most of your remaining employees have probably
been aware of the problems that led to the dismissal.
Even though they may have liked the dismissed employee, they'll respect what you have done in the best interests of the company and, ultimately, them. They may show some public sympathy for the person who was fired, but privately they will like the fact that you did what you did, and some may even tell you so. Be open to those comments as well as conflicting feelings and take these remarks into account.
- Don't try in any way to keep your employees from communicating
with the fired person. He or she might say things like,
"Why doesn't (the boss) want you to talk to me? What is (the boss) trying to hide?" This will only increase speculation that workplace standards are not being applied fairly.
- Be particularly attentive to accomplishments among your
remaining employees, and praise them. Specifically watch for
opportunities to positively reinforce good work habits and good
performance. Don't hesitate to apply negative sanctions when the
behavior warrants it in other