'You're Fired' Is Not a Holiday Greeting

Rebecca Mazin
Mon, 19 Dec 2011 16:12:00 +0000

'Twas the week before Christmas, and the small business owners, managers and executives appeared at my door--requesting appointments to fire employees.

My first reaction, beginning around December 20th, is to say, "Slow down, does this really have to be done this week?"

It's been a problem all year!

Sometimes the supervisor describes a laundry list of performance issues and rule infractions. December is performance evaluation month, and a light-bulb moment occurs when they sit down with the paperwork. "This employee needs to go, they won't do me any good next year."

Months have already passed during which a termination discussion, or at least a final warning, should have occurred. Let's not pick the holidays to dump all the bad news we have been saving. It's not fair to the employee or the company. And it is likely to have a negative effect on workplace morale.

Imagine an already angry ex-employee fueled by the perceived insult of the timing. The scenario will undoubtedly conjure up the image of Scrooge--in Christmas present.

The two weeks of work, even if not quality work, and the associated pay will not make a dramatic difference. Begin the New Year with a clean slate and a reasoned decision.

I'm not talking about the all-too-common HR line of "You have to build a file." I am talking about looking at all the facts and the potential after-effects of a termination.

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Don't ignore big problems

There will be situations that you cannot ignore or put off. If an employee is caught stealing or starts a fistfight in reception, I would never recommend that they be kept on board for the sake of office peace.

Take action on serious offenses that warrant immediate termination. As always, make certain an investigation is completed properly. This is one case where a decision should NOT be influenced by people feeling sorry about making a tough December decision.

Wait until January 2nd

If it looks like it might be a termination, but you are not sure you can also send a person home, with or without pay, to have a meeting or thorough review at a later date. Some situations can be put off even though you know the likely outcome. Similarly to the performance issues if an employee is teetering on the edge of termination for attendance and they are late on December 22nd and 23rd, I would wait to drop the axe until after the break, particularly if a vacation is scheduled.

I'm certain to get a call during the third week of December this year asking for assistance with a termination decision. I'll listen to the facts and most likely reply, "Can it wait until January 2nd?"

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