1. Do it face-to-face
You want to set a professional example for your workplace. It’s more respectful to have this meeting face-to-face rather than over the phone, email, or through text messages. If your workforce is still operating remotely, this likely would happen over a virtual meeting platform.
It’s courteous to be present and visible while you fire them. You can also get your information and points across better when you’re face-to-face with them so they can better understand.
2. Pick the right time and place
Nobody wants to be fired in front of the whole office. It’s humiliating, and it can spark some heated reactions. It’ll likely damage the company’s rapport, too.
Try to find a private place when both you and the employee aren’t in the middle of everything to discuss it with them. When everyone is calm in a comfortable environment, the discussion is more likely to remain professional.
3. Be clear and firm with your decision
Clear, direct communication is key. It’s best to get right to the point rather than avoiding the subject and opening with awkward small talk. If the terminated employee becomes upset and challenges your decision, you want to remain firm on your stance.
Be clear with your reasons for firing them and stick to them. Ensure that you’re detailed enough so that the employee doesn’t have any questions about their final paycheck, severance packages, or last day of work.
4. Practice what you’re going to say
When you’re firing someone, you shouldn’t ad-lib the conversation. If you have specific points to cover, practicing ahead of time can help you figure out how to explain it all.
It can also help to ease your anxiety and nerves. An example of this may be to practice what you want to say to someone else to help you remember your words and set a good conversational pace.