Considerations, suggestions, and an example of an employee termination. Leadership Training https://www.groleadersup.com/

Terminations are unfortunately part of business and employing people. Most employment contracts are terminated by the employee, meaning the employee quits for whatever reason, typically some major life change, they have a new job or career, going to school, moving away. The reality is not every hire will always work out and as a leader you have to balance not only employee needs but also the customer, business, and other employee needs.

I’ve had my fair share of experience of terminations over my 15 years of management up to senior manager. Although it’s a necessary component of management, it’s not common particularly if you invest effort in having a clear performance management process and competent leaders who can effectively evaluate performance and deliver feedback.

So let’s assume you have followed a clear process of setting expectations, routinely delivering feedback, coaching and staff are not performing. You have delivered various levels of warnings, corrective actions, or performance improvement plans that have clearly stated immediate and sustained improvement is needed to avoid further corrective action up to terminate.

If the employee is still not performing at the specified level, and you have determined it’s not a good job fit, you are at this step of deciding to terminate employment, essentially terminating the employment contract or agreement.

This video shares considerations and an example of an employee termination.

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