5. Don’t procrastinate when it comes to firing.
If you get to the end of the probation period and the employee hasn’t met the standards, terminate as soon as possible. Don’t let a week drag by with everyone wondering what’s going to happen. Fire them early in the week, preferably on a Monday. Deciding what to say when terminating an employee during probation period is simpler as the probation period exists to make firing new employees easier.
6. Keep the termination meeting short, stick to the facts, be clear and firm.
At the termination meeting, don’t fall into blame or arguing. State clearly that they “have been terminated” using the past tense. Don’t leave room for negotiation. Have someone from HR or another manager present as a witness.
Explain clearly what their next steps are - when they’re expected to leave, what further benefits or severance they’re entitled to, how to handle company property, etc. Provide a termination letter that also spells out these steps.
7. Incentivize them to sign a release.
To help your company avoid lawsuits, it may be wise to offer an incentive, such as increased severance pay, if the employee signs a release of claims form that essentially releases the company from any liability. At many companies, it is required that terminated employees sign a release before receiving their severance package.
8. Have them leave the premises immediately.
Give the employee a chance to get their things, but have them escorted as they do so. This should be done immediately after firing. The idea is to reduce any temptation for them to damage the company while they’re upset. Keep security in mind during this phase. Have any keys, badges and credit cards returned and change computer passwords.