1. Documentation
- have written evidence of performance issues or instances of misconduct
- have copies of evaluations, oral and written warnings
- have documented coaching efforts
- list steps taken to address performance or behavior and the result
2. Second opinion
- consult with another manager or peer to verify your decision to terminate
- check motives for firing and explore alternatives
- review company policy regarding termination, employment status, employee's rights
3. Legal issues
- review employment laws and consider any legal ramifications
- consider whether the firing could be construed as discrimination
- get legal counsel on dismissal document if necessary
4. Schedule termination meeting
- determine when termination meeting will take place
- schedule another manager to attend
- make arrangements to remove employee's computer access
- determine how employee's personal effects will be dealt with (will employee remove them or will someone else?)
- have final check made ready
5. Content of termination meeting
- be prepared to honestly inform employee of the reason for termination, remember to only refer to job-related issues not personal issues.
- remember to stay calm, formal and impartial
- be prepared to answer any questions regarding severance, insurance, vacation accruals etc.
- document terms of dismissal and prepare copy for employee to sign if needed
- come to an agreement with employee regarding how references will be handled
6. Schedule meeting to inform staff
- determine whether to talk to people individually or as a group
- decide what information is absolutely necessary and what should remain confidential
7. Prepare to inform people outside of the company of the situation
- inform the employee's project contacts if needed
- arrange forwarding of email and voicemail
8. Reallocate job duties and responsibilities if needed
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