For most managers out there, being the “bad guy” isn’t always easy. Sure, when it comes to disciplining and employee they have no problem. But when it comes to having to terminate an employee, most don’t like that feeling regardless of how rock solid a case you have.
Being the “bad guy” comes with the title. You have to tell someone when they are doing things wrong, violating policy, presenting a bad attitude. You can’t be their friend, no more than a parent can always be a “friend” to their child. As much as it is a discomfort for some to do, terminating an employee after you have determined it is the right course of action is in the best interest of the company so you have to take a deep breath and just do it.
Sometimes, the employee will just up and leave…and we secretly hope this is the reaction to make it easier to manage the situation. However, sometimes the employee will make a last ditch effort to plead their case and get you – the manager – to change your mind. Here is where you can get yourself into trouble if you don’t stand firm on your position.
Employee talk. Gossip is rampant in companies regardless of how well some think they manage it. Employees talk after hours with each other or exchange opinions via social media. So, if you are terminating a problem employee remember you are setting an example for the others as well. They are watching to see if 1) you are a man (or woman) of your word by sticking to what you set out to do, 2) if you care about the well-being of all your employees and 3) do you really hold power. That last one is vital!
If the employee being terminated has been problematic and complaints have been filed about this person over and over with you yet when the moment comes for you to eliminate the problem and you don’t, it sends a message to the other employees that you are “all talk” and will bend to complaining employees. What happens next?…
Respect Is Lost
Two things are vital for a manager to gain from their employees: trust and respect. Without even one of them, you can’t effectively manage your team. When you don’t stand your ground and act as a manager, why should other employees treat you like a manager. It sounds harsh, but think about managers that you have had in the past that you didn’t respect. What did they do, or rather – what didn’t they do?
Now comes the “HR” spin to the situation. Many managers dismiss the seriousness of backing out of a termination and think “well, we still have a case.” If you have worked with your HR department on a progressive discipline plan and then reached the decision to terminate after solidifying your case, giving the employee “one last chance” (again) will tell any third party (such an Unemployment) that it “really wasn’t that bad” after all. For example, if you are terminating an employee for repeated violation of company policy (let’s say the attendance policy) and at termination you decide to give them one last chance to “straighten up,” the next time you decide to terminate them for the same reason flags will be raised as to whether or not this was a serious enough violation to terminate since, well, you let them get away with it so many times!
Some Employees Just Don’t Work Out
Bottom line: No matter how much you try and counsel or correct them, some employees just don’t care enough about themselves to make things work. As the manager, your other employees depend on you to set the course for the department and keep morale up so they stay engaged and do the best job for you. If you have come to the point where you know termination is the only answer, then you have already proven to yourself that “one last chance” won’t really change anything in the long term. Part ways as amicably as you can and turn your focus back to the employees you have that are giving you 110%. Once you get past the initial sit-down talk with them, you will see that is was the best thing you could have done for both parties.