Successful termination meetings are carefully planned. Planning and preparation for a termination meeting will include:
Review the employee's file and any documentation from previous disciplinary discussions.
Plan what to say to avoid saying something you will regret later. You might also want to role play with another company employee. Keep all information revealed in the role play strictly confidential.
If applicable, make your superiors aware of the reasons for termination and the planned termination date.
Make certain that you can answer all the typical questions that the employee will ask.
Have a checklist for any company assets or other property that should be returned by the employee. It is easy to forget something, and a short list will help during the termination meeting.
Have the written termination notice prepared in advance, and make sure it includes any required insurance or benefit notices.
If you have any questions about the process or the circumstances that have resulted in the involuntary termination, consult with your legal counsel.
Have a witness to the meeting whenever possible. Make sure this person knows their role and has been briefed on how to respond to any comments.
If appropriate, change any security passwords and locks.
A termination meeting is successful when:
The employee understands the essential information about their status.
The employee is treated fairly and with respect.
The company fulfills its legal and ethical responsibilities.
The disruption to other employees is minimal.
Except for employees that are discharged immediately for violent or criminal behavior (i.e., summarily discharged), decisions to terminate employees should not be acted upon immediately. Have other appropriate company employees review the decision to terminate an employee. It might be appropriate to suspend an employee while the termination decision is being considered.
Some people prefer to get terminations completed as soon as possible after the decision is made. Others are so burdened by guilt that they keep putting it off. But your emotions should not be the deciding factor in determining when termination takes place. When possible, termination meetings should be held early in the day and early in the week.
