New Tips And Triks For You

Image by AOL via CrunchBase

You would think that by the time someone achieves CEO status, he or she would know how to tactfully release an employee from their payroll. Apparently this is not the case. Last Friday, Tim Armstrong, chief executive officer of AOL, fired Patch creative director Abel Lenz while on a conference call with workers. The news spread like wildfire. Yes, indeed it's PR for AOL, but this isn't exactly the type of buzz that will bring you new customers or a line of great employees knocking down your door because they want to work for you.

I've cleaned up messes for a number of CEOs and managers who didn't think twice before they let people go. The results were disastrous and in some cases, employers are still paying for their mistakes.

Do yourself a favor. The next time you need to terminate an employee, read this thread again.

1. Don't do it on the phone. Even if your call isn't being recorded, you should not terminate an employee on the phone. Instead, make plans to have a conversation in person, even if this is inconvenient for you. Keep in mind this really isn't about you. It's about the person who will soon be on the unemployment line. They deserve a face to face meeting so they can ask any questions they may have.

2. Don't send someone else to do your dirty work. I remember being asked by my boss to lay off a long-term employee who had five children. At first I was confused as to why I was chosen to do a task she should have done herself. My questions were soon answered when she then came in the room and laid me off. If you hired the person, then you should be the one to fire them. No ifs, ands, or buts.

3. Don't lie. Telling an employee who has just been fired that you are sorry to see them go, when you are not is a lie. Lies get you in trouble. The person being fired will see right through you and will begin to think about ways he can make you pay for being dishonest. Instead, focus on the task at hand and help the person process the news that's been delivered.

4. Don't make promises you can't keep. Don't tell an exiting employee you'll be happy to provide them a reference when in good consciousness you know you cannot. Or even worse. You have a firm corporate policy in place that forbids managers from giving out references. Simply say you are unable to comply with his request and move onto another subject.

5. Don't do this where others can overhear your conversation. Physical offices are as rare as panda bears these days, but that doesn't make it okay to fire someone while they are seated inside their cubicle. Reserve a conference room so you can have a private conversation, even if this means delaying the firing a day or two.

Firing an employee is never easy and if the day comes when it is, I'd suggest you look for a new profession.