The third mistake is firing too quickly.
Posted: Tue Jan 28, 2025 6:52 am
When you decide to fire someone, always remember that there are other team members around who always see and hear everything.
Imagine how it looks from the outside: you called a person into your office, and literally a few minutes later he was already leaving with his things. Of course, others will start thinking about why you can fire an employee so hastily and whether this will happen to them tomorrow.
Plus, don't forget that the dismissed employee's duties will have to be assigned to someone else. And perhaps what this person did is closely related to the work of other employees, and as a result, this quick dismissal will negatively affect the overall results. It turns out that literally everyone will suffer.
The fourth mistake is delegating the dismissal procedure to other persons.
Often, a manager assigns the dismissal albania email list to his deputy or an HR employee. And this is wrong. Yes, the procedure is unpleasant, but responsibility for its implementation lies only with the manager. At least because if at some point you have to fire an employee, this means that somewhere you made a miscalculation. You made a mistake in selecting a candidate, did not convey to the person what was expected of him in this workplace, or did not understand what the employee wanted when he started working for you (or you did not consider it necessary to take this into account). But, having sorted out your mistakes, you will be able to grow as a professional.
The fifth mistake is assigning the dismissal to a person who is in conflict with the one being dismissed
Misunderstandings and confrontations happen during work, that's a fact. But if you're in the middle of a conflict with a person you're about to fire, don't start negotiations. You might be able to pull yourself together, but it's not a given that the employee will be able to get into the right emotional frame of mind.
A person may aggravate the conflict during the dismissal process or even resist this dismissal with all his might precisely because of problems with the person conducting the negotiations. Yes, it is the manager's responsibility to conduct the dismissal, but if he has a conflict with the subordinate, it is better to assign this task to an independent person or someone the employee trusts. This could be, for example, the CEO.
Assigning dismissal to a person who is in conflict with the dismissed person
The sixth mistake is the lack of information for other team members about the dismissed employee.
When you have already announced your dismissal to an employee, but he still continues to work for you for some time, you should take the right position towards him - show enough respect, while trying to treat him the same as everyone else (for example, do not try to deliberately praise him, as if trying to make amends for the dismissal).
In general, when you decide to fire an employee, it is important to give the right information message to other team members. It is bad if you do not do this. Perhaps the person even worked for you for many years, and he was fired quietly and no one even guesses for what reasons. And then people will make up these reasons themselves. Or they will accept the version voiced by the fired person himself.
The rest of the employees should have information about the dismissal that will serve as a lesson for them. So that everyone can think again about the principles of the company's work, its values, the current rules, about what behavior is considered normal and what is already beyond the accepted framework.
Imagine how it looks from the outside: you called a person into your office, and literally a few minutes later he was already leaving with his things. Of course, others will start thinking about why you can fire an employee so hastily and whether this will happen to them tomorrow.
Plus, don't forget that the dismissed employee's duties will have to be assigned to someone else. And perhaps what this person did is closely related to the work of other employees, and as a result, this quick dismissal will negatively affect the overall results. It turns out that literally everyone will suffer.
The fourth mistake is delegating the dismissal procedure to other persons.
Often, a manager assigns the dismissal albania email list to his deputy or an HR employee. And this is wrong. Yes, the procedure is unpleasant, but responsibility for its implementation lies only with the manager. At least because if at some point you have to fire an employee, this means that somewhere you made a miscalculation. You made a mistake in selecting a candidate, did not convey to the person what was expected of him in this workplace, or did not understand what the employee wanted when he started working for you (or you did not consider it necessary to take this into account). But, having sorted out your mistakes, you will be able to grow as a professional.
The fifth mistake is assigning the dismissal to a person who is in conflict with the one being dismissed
Misunderstandings and confrontations happen during work, that's a fact. But if you're in the middle of a conflict with a person you're about to fire, don't start negotiations. You might be able to pull yourself together, but it's not a given that the employee will be able to get into the right emotional frame of mind.
A person may aggravate the conflict during the dismissal process or even resist this dismissal with all his might precisely because of problems with the person conducting the negotiations. Yes, it is the manager's responsibility to conduct the dismissal, but if he has a conflict with the subordinate, it is better to assign this task to an independent person or someone the employee trusts. This could be, for example, the CEO.
Assigning dismissal to a person who is in conflict with the dismissed person
The sixth mistake is the lack of information for other team members about the dismissed employee.
When you have already announced your dismissal to an employee, but he still continues to work for you for some time, you should take the right position towards him - show enough respect, while trying to treat him the same as everyone else (for example, do not try to deliberately praise him, as if trying to make amends for the dismissal).
In general, when you decide to fire an employee, it is important to give the right information message to other team members. It is bad if you do not do this. Perhaps the person even worked for you for many years, and he was fired quietly and no one even guesses for what reasons. And then people will make up these reasons themselves. Or they will accept the version voiced by the fired person himself.
The rest of the employees should have information about the dismissal that will serve as a lesson for them. So that everyone can think again about the principles of the company's work, its values, the current rules, about what behavior is considered normal and what is already beyond the accepted framework.