How To Fire: A Fair, Effective Process To Resolve Difficult Personnel Issues

The document provides guidance on firing employees in a fair and effective manner. It recommends following a four-step process: 1) An initial verbal warning for a first offense, 2) Putting the employee on notice for repeated errors, 3) A written warning documenting the issues and opportunities to improve, 4) Firing if the problems continue. The final conversation should state clearly that termination is due to job performance issues and be conducted respectfully with a witness. Maintaining documentation at every step is important.

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How To Fire: A Fair, Effective Process To Resolve Difficult Personnel Issues

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sukshma239

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Course Workbook

How to Fire
A Fair, Effective Process to Resolve
Difficult Personnel Issues
of
The prospect of having to fire an employee is never an easy thing to do. But often owners and managers
err on the side of allowing underperforming or problem employees to hang around way too long.
This short and to the point course will show you and your managers an effective way to give
underachieving team members ample opportunity to correct their behavior and get back on track.
However, if the issue isn't resolved in a timely manner, you'll learn the rationale for letting them go in a
timely manner and how do conduct the final discussion in a respectful, effective way. Takeaways
include:
 Why you shouldn't hang on to problem employees for too long
 How to take underperforming team members through a fair, consistent process of resolving
their performance or behavior issues
 Suggestions for what to say and how to frame your discussions at each stage of the process
 Why you should document each step of the process and how to do it

How to Use This Workbook

1. On the following pages, first read the bulleted Key Points for the lesson you’re about
to view and then fill in the blanks as you watch the video.
2. Space is also provided for your own notes as well as your ideas about how to apply
the information and act on it.
Lesson #1: Introduction
KEY POINT(S):
 When it comes to dealing with underachieving team members, too many restaurant owners and
managers_______________________________________.
 The result of this practice is continued frustration not only for owners and managers, but for the
staff that has to cover for the underachiever’s failings as well as the costly time lost finding a
_________________________________________________.
 Firing an employee can be tough, but, inevitably, sooner or later, ________________________.
NOTES:
___________________________________________________________________________________
___________________________________________________________________________________
___________________________________________________________________________________
___________________________________________________________________________________
How can I apply this?
___________________________________________________________________________________
___________________________________________________________________________________
___________________________________________________________________________________
___________________________________________________________________________________
What action(s) should I take?
___________________________________________________________________________________
___________________________________________________________________________________
___________________________________________________________________________________
___________________________________________________________________________________

“How to Fire” Learning System Workbook

Lesson #2: A Fair, Effective Four-Step Process
KEY POINT(S):
 First Down: When an employee does something out of line for the first time, unless it’s a serious
offense like theft or harassing a co-worker, we recommend making note of it, but not _____
____________________________________________________________________________.
 Second Down: Now it’s time to put them on notice, right away with a verbal response so the
repeated error doesn’t become a _________________________________________________.
 Third Down: You give them a written warning or E_______________ C_________________
A__________ N__________ which ensures every employee is given the same treatment and
provide _____________________________________________________________________.
Ask them again, "_______________________________________________________________."
 Fourth Down: You’ve clearly communicated what’s not acceptable, you’ve offered your help, so
now________________________________________________________.
NOTES:
___________________________________________________________________________________
___________________________________________________________________________________
___________________________________________________________________________________
___________________________________________________________________________________
How can I apply this?
___________________________________________________________________________________
___________________________________________________________________________________
___________________________________________________________________________________
___________________________________________________________________________________
What action(s) should I take?
___________________________________________________________________________________
___________________________________________________________________________________
___________________________________________________________________________________
___________________________________________________________________________________

“How to Fire” Learning System Workbook

Lesson #3: The Final Conversation
KEY POINT(S):
 You may tell yourself this isn’t a good time, but the truth is there’s never a good time to fire
someone. You also may begin to look for ___________________________________________
why you shouldn’t let them go.
 You and the other members on your team deserve to work with co-workers who are
_____________________________________________________________________________.
 It’s important that you clearly state that you’re at this point because of one thing,
_____________________________________________________________________________.
 It’s highly recommended you have _________________________________________________.
 Speak to them in a _______________________________ and know that you’re actually doing
them a favor.
 Consult with a local attorney ____________________________________________________.
NOTES:
___________________________________________________________________________________
___________________________________________________________________________________
___________________________________________________________________________________
___________________________________________________________________________________
How can I apply this?
___________________________________________________________________________________
___________________________________________________________________________________
___________________________________________________________________________________
___________________________________________________________________________________
What action(s) should I take?
___________________________________________________________________________________
___________________________________________________________________________________
___________________________________________________________________________________
___________________________________________________________________________________