Barista Magazine

Apr-May 2012

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on any important information related to the termination, such as details of insurance benefits, unemployment options and the final paycheck (it's a good idea to have this on hand at the meeting). This may be the last time you speak with this person, so give them the information they need to move on. If you give severance, ask for something in return. Companies often request that employees sign waivers of their legal rights in exchange for extra pay, commissions, outplacement or other discretionary severance packages. Some states give employees up to 21 days to consider such offers. While you're conducting the meeting (or shortly after), have company passwords changed. Collect keys and any company credit cards as well. 6. Let them leave immediately. Schedule a time they can come back for their things. There is not usually a good reason for a terminated employee to stick around. Schedule a time before or after your café or roastery usually opens for the employee to return and gather their things with relative privacy (under your supervision, of course). 7. Talk to other staffers. Let other employees know about the termination. Give them the reasons without antipathy or confidential details. People will want reassurance about their own jobs and the state of the company. What not to say to the person you're firing: "Let me know how I can help. " You might actually mean this, at least at first. Unless you plan to be a solid reference, or you're willing to make calls on the employee's behalf, don't offer help. It's an empty sentiment. And you're confusing the message you just delivered, which may give the employee grounds for legal action. "I had no choice." There are always other options. Why not tolerate medi- ocrity a little longer? Termination need not be the only viable solution, so don't suggest that it is. "You didn't try hard enough." Hold employees accountable, but don't kick them in the gut. When employees feel attacked, they might fight back. "This is just as hard for me as it is for you." Uh, no it isn't. You would not want to be in their shoes, so don't ask a freshly fired employee to feel your pain. "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. "I'm sorry to have to do this." This patronizes someone you're hurting, however justified it is that he or she is being let go. This comment rubs salt in the wound. But again, don't be cold and uncaring. There's a happy medium. You can candidly and carefully explain the reasons and still offer sympathy. There is no easy or perfect time to fire anyone. But don't rush into the meeting. Think it through and prepare yourself. Try to see the situation from the employee's perspective. Though it will never be easy, the more candid and respectful you are, the easier it will be. www.baristamagazine.com 77

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