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Is there anything worse for an entrepreneur than the idea of telling an employee, “you’re sacked?” Nobody wants to say those words, yet there are times when they are necessary for the sake of your business’ future. You can’t let some errors go unpunished, and sometimes, you have to bring out the big guns to protect your company.
Of course, that doesn’t stop the after-effects from getting messy. It’s an emotional experience, so you should expect tensions to run high on both sides. Still, the things that occur can catch people by surprise, which is why it’s vital to be prepared.
Here are the things to watch out for after sacking an employee.
Pretty much everyone’s first reaction is to ask why. Why did you sack me? What did I do wrong? These are tough questions to answer because it involves being honest, and in some cases, blunt. However, it’s better to be open and transparent as they deserve to know the real reason. Plus, if you lie, it could come back to harm you further down the line (more on that later). The trick is to put yourself in their shoes and imagine what you would ask. Then, you’ll be able to answer anything they throw at you.
If they are a union member, it’s not a leap to say that they will go to them to ask for help. It’s part of the reason why they pay for their membership. Therefore, the head representative could send you an email asking for clarification on the subject. Please don’t ignore it because it won’t go away. Also, you shouldn’t assume it’s none of their business. Instead, it’s essential to respond politely and professionally, outlining the reasons for your decision and providing the necessary proof. Remember that email threads are written evidence, so it’s crucial that you remain civil.
Things can get out of hand, and this means a lawsuit might end up on your desk. You shouldn’t automatically stress out and fear the worst as they might not have a case. For instance, solicitors offer no win, no fee deals for new customers, which doesn’t cost anything for going to court. Even if there is a grey area, your insurance policy should cover the expenses, and unemployment claims management software will keep you abreast of the situation. As long as you followed the right process, such as providing verbal and written warnings, you should be fine.
Some people beg for a second chance as they don’t want to lose their job. The emotion can lead bosses to crumble. When this happens, you are left with the sinking feeling that you didn’t do the right thing. Yes, there are alternatives for sacking somebody, yet if you have decided it’s the best option, you should stick to your original plan. Otherwise, you won’t be seen as a strong and commanding leader.
Have you ever sacked an employee? If you have, what was your experience?