Although it’s become one of my signatures, firing people is not something I enjoy doing. In reality, I’d rather hire really great employees in the first place so that firing them is something I never plan on doing.

But in reality, managers are often placed in tough situations when they have to let underperforming employees go. Since most people don’t have the benefit of a boardroom and cameras following their staff around, it’s not always easy to know what to say or how to do it. So let me offer some tips.

First, never fire someone when you’re angry or when other workers are present. Don’t let an employee bait you into losing your temper. If you feel yourself getting angry, immediately walk away and cool down. When you are completely composed, discuss the situation with someone who can give you objective advice. Develop a plan on how to proceed and continue reviewing it with an attorney.

Never blow up in front of your employees. When you’re displeased with a worker, discuss your feelings with him or her privately, not in a public area where other employees might watch or overhear. If you’re concerned about meeting alone with the employee, have another member of your staff sit in. Meet in a neutral area - not your office - so you can get up and leave.

At termination meetings, never get drawn into debates or arguments. Be civil, polite and businesslike. Expect the employee to be upset, so be direct and courteous, and give the employee an opportunity to speak.

Fortunately, I seem to attract people who like to work hard and get a sense of achievements from their efforts. Most of the people I’ve fired knew they weren’t performing to a satisfactory level, and I’ve had very few problems in that area. I’m demanding but fair, and they know it.



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