{"id":665,"date":"2018-12-14T18:40:26","date_gmt":"2018-12-14T18:40:26","guid":{"rendered":"http:\/\/lindajohnsonleadership.com\/?p=605"},"modified":"2024-02-01T18:32:32","modified_gmt":"2024-02-01T18:32:32","slug":"the-7-worst-ways-to-fire-anybody","status":"publish","type":"post","link":"https:\/\/lindajohnsonleadership.org\/the-7-worst-ways-to-fire-anybody\/","title":{"rendered":"The 7 Worst Ways to fire Anybody"},"content":{"rendered":"

\"Fired\"<\/a><\/p>\n

Letting an employee go is one of the trickiest key tasks of a manager. It is part of management and accountability.<\/p>\n

It’s never the thing we were looking forward to doing when taking over a department or becoming the big boss. Yet it’s\u00a0 necessary to, as Jim Collins would put it,\u00a0get the right people ON the bus and the wrong people OFF the bus.<\/a><\/p>\n

These seven ways and excuses for people being fired destroy moral and create a culture of fear and mistrust in your department or in the whole organization depending on a manager’s level of influence. Beware and do an about-face if you have been guilty of any one of them.<\/p>\n

1. When you’re angry at the person<\/strong><\/p>\n

You’re not supposed to go food shopping when you’re hungry and you’re not supposed to drive\u00a0when you’re sleepy. Neither should you fire an employee\u00a0in anger\u00a0on \u00a0the spot, except for egregious<\/em> behavior, violence or criminal acts.<\/p>\n

No major decisions should be made on the spot. It shortcuts critical thinking and creates drama where it needn’t be. In many cases, upon review, it is even\u00a0illegal<\/em> and I’ve seen companies either back track or suffer penalties and grievances from EEO and other sources of redress. There is no harm done in entering a process in accordance with guidelines already set up by the organization.<\/p>\n

Now, there\u00a0is a notable exception<\/strong><\/em>.\u00a0<\/em>Almost every employee handbook has listed reasons for immediate suspension or discharge. They include:<\/p>\n