Best Practices For Firing Someone

It’s a conversation almost no one enjoys having: a member of your staff has fallen short of

expectations, and you’ve decided to let that person go.

With notable exceptions—including a certain U.S. presidential candidate and former reality TV star—many employers favour a gentle, tactful approach to firing. After all, people rarely enjoy being bearers of bad news, especially the kind that can dramatically alter an individual’s life. Nonetheless, clarity and assertiveness are crucial when it comes to firing. No wonder some companies prefer to rely on independent HR consultancies for “termination assistance”!

Be fair and transparent, and maintain a documentary record.

For both legal and ethical reasons, you should establish consistent ground rules for every person you hire, including your organization’s termination policy. If you are having difficulty with an employee, raise the issues you’ve identified in one of h/er regular performance reviews, or arrange a meeting to discuss the matter. Keep a detailed documentary record at every stage of the process. If you see no improvement in the employee’s performance over time, then dismissal may become necessary.

Double-check with the HR department (if you have one).

HR can help provide information about extenuating circumstances the employee faces, or any other relevant details that could influence both your decision and the timing. An HR professional can also provide general support, and be present in the room during The Talk. (If nothing else, it sometimes helps to have company and moral support on such a weighty occasion.)

Once you’ve made a final decision, don’t delay.

It may be that you’re indecisive about firing someone, and you’d like to give that employee an opportunity to redeem h/erself. But once you’ve reached a final decision to dismiss a member of your workforce, and you know deep down that you won’t change your mind, avoid the temptation to dither. The longer a person who isn’t up to the job stays with your organization, the more harm s/he may do, and the more extra work s/he will probably generate for your other staff.

Identify a confidential venue for the conversation (like a conference room or private office), and then get on with it.

Get right to the point.

When everyone (you, the employee, and the HR professional) is seated and paying attention, announce your decision up front, followed by your reasons. You can soften the blow slightly by formulating the statement like so: “I’m afraid I have some bad news: we’ve decided to let you go, because...”

At this point, it’s possible that the employee may attempt to bargain, or become combative. You can express regret about the situation, but avoid the temptation to become defensive, hesitate, or engage in a verbal joust. You’ve made this decision because you believe it’s in the best interests of your business, and it’s final.

Address any technical questions the ex-employee has.

There may be concerns around severance, unused vacation days, or other matters you hadn’t considered yet.

Be kind. If you believe the ex-employee’s potential lies elsewhere, offer to help.

For long-term employees in particular, being fired is a traumatic experience: it can damage their self-confidence, entail the severing of personal and professional relationships, and result in loss of income and abandonment of plans. It is appropriate to show compassion for people facing such circumstances, especially when you are the proximate agent thereof.

Sometimes a staff member who shows talent and potential in certain areas just isn’t the right fit for the position s/he occupies at your business. If you simply can’t find a place for that employee in your organization, you can still offer to ask around or provide a reference.

Parting on amicable terms isn’t always a realistic possibility, but it certainly makes for more pleasant professional relationships down the road.

Adopting a Social Media Policy for your Company

Social media has changed the way companies do business. There is an extremely positive aspect to this new form of communication. Developing a strong brand identity across various social media platforms allows a company to expand their customer base like never before. Direct messages to millions of consumers can be effectively delivered with a click of the mouse.

On the other hand, that same vast social network can turn against a company if a negative aspect were to go “viral.” The best way for your business to protect itself is to not only understand all the social media platform policies but also to develop a comprehensive social media policy for your employees. Here are some of the basics to social media that will help you deal with your customers online.

 

 

Every social media platform has rules that should be read, understood and followed.

These rules and guidelines cover the expected behavior of the users. If someone on your staff is assigned the task to create Facebook posts or Twitter tweets they need to understand those policies before diving in. Just because they use these networks in their private lives doesn’t mean the same rules apply in the corporate realm.

Essentially, you should strive to always be respectful.

When you open your company up for social media interaction you’re going to find yourself on the receiving end of negative comments. That is just the way it will go. One option would be to scrub those comments as they come in but that can generate even more negative responses on other sites. The best approach is to be proactive. Whenever possible, try to respond to those comments in an affirmative way that puts the company in a positive light. You might not sway the poster’s opinion, but you could be having an impact on all the other readers. Don’t engage in a back and forth defense. State your company’s policy and leave it at that.

Keep company secrets - secret.

This is especially true for the employees. There are many trade secrets and confidential information that a company keeps locked away for good reason. No employee should be sharing that information across the social media network. This aspect of the company is especially important for new staff members to understand. They might not be up to speed on what information can be made public. Make sure every employee knows your company’s “sharing” policy.

Restrict social media at work

As an employer you can’t infringe on your employee’s right to post on a social media network about their private lives. However, you are well within your right to restrict that kind of posting during work hours. Your employees shouldn’t be monitoring Facebook, Twitter, Reddit or Pinterest unless it is work related.

Social media can’t be ignored; it is here to stay. Fortunately, there are many resources and tools at your disposal to keep track of your company’s reputation. Depending on the size of your business you might find yourself hiring staff to exclusively work in the social media realm and that could turn out to be a very smart investment.

10 Ways to Protect Yourself and Your Business from Fraud

As the old saying goes, “an ounce of prevention is worth a pound of cure.” This is true for keeping colds at bay and for preventing personal and business fraud. When you consider that most business fraud can be attributed to a lack of proper control over information and assets, then you can instantly see the importance of prevention. It doesn’t matter if you are a small business or a vast conglomerate; there is a demonstrable benefit to be found through being diligent in protecting yourself from fraudulent activities. The following are the top ten ways to protect yourself and your business from fraud.

1.      Upgrade Onsite Security: 

A thief who breaks into your company offices or warehouse could not only steal property but also valuable information. That information can include credit card account numbers, computer passwords and all other forms of sensitive information. Once those numbers are obtained, the criminal could go on a virtual buying spree before you can make it into work the next day. This is why upgrading your on site security in the form of proper locks, alarms and security gates are crucial for preventing theft.

2.      Properly Secure Business Records:

Even with the extra alarms, there might be personnel who will be tempted to access important business information. That is why it should always be kept under lock and key after business. While it is convenient to have a list of all your account passwords handy, you really want to make sure that “prying eyes” won’t get a peek.   

3.     Add Shredding To Your Routine:

A shrewd identity thief will know right where to find the information they need and it’s not always in your office, but in your dumpster. Any paper that is being thrown out with any kind of company information should be shredded first. This is especially true for a small business that might not have secure dumpsters.  

4.     Don’t Divulge Over the Phone:

The natural instinct for anyone answering a company phone inquiry is to be helpful and courteous. That “help” might extend too far towards a potential identity thief who is trolling for information through a random “customer” call. Unless you initiate a call, don’t give out any vital company information over the phone to a stranger. 

5.      Lock Down Your Computers:

You might think it is easy to keep track of people who come through your office on a regular basis. However, when you consider all the messengers, delivery men, service technicians, sales persons and custodians you can see that the stream of outside workers, even in a small business, can be enormous. This is why your computers should have password protection. They should also be shut down when you are away from your desk.

6.      Install Computer Firewalls:

The protection from your computer needs to extend throughout the internet through updated firewall security measures. You need to protect your network systems from potential hackers who troll for businesses to steal from. If you have an IT professional who takes care of your IT network and systems, ask them for their recommendations. 

7.      Establish Strong Anti-Fraud Policies:

Your employees are going to be your best line of defense to prevent fraud. However, they can also become your weakest link. This is why you need to establish clear policies with regard to sharing company information. A rep from your company shouldn’t be out in the world broadcasting sensitive information. It could be unintentional, but that won’t matter if a fraud occurs from using this information.

8.      Set Up a Fraud Hotline:

Sometimes an employee could witness an act of fraud but they don’t want to directly report this incident to a manager. Setting up a fraud hotline or email address can provide staff members with the opportunity to share any knowledge of fraud. This type of hotline also tells anyone who might be thinking about a fraud scheme that they are being watched by their co-workers.

9.      Take Immediate Action:

The moment there is a report of a suspected fraud incident you should begin a thorough investigation. By taking immediate action you’ll let your staff know this type of behavior won’t be tolerated.

10.  Sever Ties With Ex-Employees:

When renting a new apartment, you should request that new locks be installed. This is also a smart policy with regard to ex-employees, especially those who were fired under undesirable circumstances. You need to make sure any previous access these employees had to sensitive information be changed. This could be swapping out passwords, canceling company credit cards and yes, in extreme cases, changing the locks.