Ten Things Not To Say When Firing An Employee

Posted by Trish on Nov 26, 2009 in Communications |

Having to fire, terminate, layoff, suspend, or whichever ‘label’ you wish to apply to the scenario, it is not an easy process for anyone to have to go through. If the person, or persons performing ‘the deed’ have compassion, it is of course not a pleasant ordeal, and can be an uncomfortable experience, depending on the reaction of the employee. I am of course referring to the ‘average’ employee here, and not those that perhaps stepped over the line with any kind of ‘breach of contract’, or ‘illegal actions’ that would in any way put the firm in jeopardy.

The Mondaq article I reference begins with stating that over a million jobs have been lost in the United States. In Canada, the latest statistics I have indicate our number sits around 480,000.

In addition to the Canadian statistics noted above, Rogers Communications is in the process of laying off ’900 executive and middle-management employees across Canada’ as I write this article. This is in addition to 20 per cent of executive positions — vice-presidents and above, that took place in September and October.

With the recent legal events that Rogers has experienced, in concert with the intensified competition for ‘wireless vs. wired services’, it is not surprising to see them raising their stake in Cogeco Inc., as well as their subsidiary, Cogeco Cable Inc., in a combined deal worth $163M, according to an article in the Vancouver Sun. While logical, it is nevertheless disheartening to hear of further layoffs for this conglomerate.

Amid so much downsizing, it’s risky and unnecessary for managers to let feelings confuse what ought to be a clean transaction.

Since January, more than a million jobs have been cut in the U.S. Although the pace of layoffs has been declining, the downsizing is by no means over.

…..We are told to go even deeper. Now we must let go of ‘good, or even stellar performers’—employees who ‘add value’ and who at a different time might be ‘considered for promotion’, rather than termination.

So managers often say things in termination events to make themselves feel better. Unfortunately, the comments can make the employees on the wrong side of the axe feel even worse.

Here are 10 things you should never say when terminating an employee:

While these comments may not be evidence of an illegal motive, they may produce anger that results in the employee’s visiting a lawyer to determine whether a viable claim exists.

“This was a job elimination and had nothing to do with your performance.”
Do not say this when a discharge had everything to do with an employee’s performance. Your desire to protect an employee’s feelings—or your own—can later be used as evidence of pretext if the employee brings a discrimination claim.
“We have carried you for many years. It’s just not possible to continue to do so during these difficult times.”
Don’t trash the past. It is not only insulting to the employee, but it may be inconsistent with the employee’s prior evaluations. Remember, pretext alone wins cases.
“We have no choice but to terminate your employment.”
There are always other options. Why not tolerate mediocrity a little longer? Termination need not be the only viable option, so don’t suggest that it is.
“You have no one to blame but yourself. You just did not try hard enough.”
Hold employees accountable, but don’t impugn their integrity. When employees feel personally attacked, they fight back.
“This is just as hard for me as it is for you.”
There are few absolutes, but it is absolutely true that it always harder to be fired than to fire. Don’t ask an employee who is looking at unemployment to feel your pain.
“This is not the right job for you. When you get the right job, you will thank me.”
That may make you feel good, but it will make the discharged employee bristle. The “thank you” may come in the form of a complaint.
“I am sorry, but you are fired.”
You may mean: “I am sorry we have come to this situation.” The employee may hear that you think you are wrong. It’s not a good time to have a conversation about the meaning of “I am sorry.” Avoid apologies, even though you may genuinely feel badly.
“I know how you feel.”
Unless you have been fired recently, you don’t know how the person feels. If you have been fired recently, now is not the time to share that experience.
“You will always be a part of the corporate family.”
Trust me. This will make the fired employee think: “Oh, good. Will I still get the newsletter after I sue you?”
“Pardon the e-mail, but you are fired.”
This may not be unlawful, but it’s gutless. And it invites the angry employee to go for your gut.