There's no perfect way to tell an employee his services are no longer needed. But there are some general guidelines to keep in mind that can make things easier for you and the employee.
_Explain clearly the real reason the action has been taken. If you give a false reason or you fog over this part of the discussion and the employee brings a lawsuit later, you may find you have no case. Plus, if you want the firing to have a tone of finality, your comments must ring strong and true with the employee. And there's another side to this: People being fired, as well as their co-workers, need to see that certain actions inevitably lead to certain unpleasant consequences.
_Make sure your records are up-to-date. Keep this information at-hand during your conversation with the employee. This is not the place or time for an argument, and having the facts together will ensure you don't get tangled up in an unpleasant debate over an issue that has already been decided.
_Stay in control of your emotions and the situation. Most employees will accept your decision calmly and quietly. If you have been giving the employee ample warnings per your company's disciplinary policy, the employee should not be taken by surprise. If the worker gets angry, be prepared to sit quietly for a while and let him vent his feelings. If things get out of control, take a short break while the employee regains his composure.
_Make sure the employee knows that the decision is final and non-negotiable. Let him know what severance pay or cash settlements will be made and when he will get his last check. It would be helpful to have an empty cardboard box handy to help him get started on cleaning out his desk and work area.
Bottom line: Think how you would like to be treated if you were in the employee's place, and act accordingly. If you take that as your basic guide, whatever you do will very likely be both positive and appropriate, and above all, as painless as possible for both of you.
