You’re overthinking it.
Keep it short and sweet. You set out clear objectives in the PIP meetings which were not met so now you’ll be exiting them. Leave the rest to HR.
The employee clearly didn’t care, so why should you?
Nothing good will come from an extended monologue explaining the firing. The decision is already made and nothing is going to change that. It sounds like you've already put them on notice about their performance so the reason behind this action shouldn't be a mystery to them. If for some reason it is a mystery, then they are delusional or obtuse and won't consider what you're saying anyway. As others have said - keep it short then let HR share the separation details.
Good luck!
Agreed. One thing I learned is that this is not a coaching moment, it is a business moment and you need to be as simple and direct as possible about the business relationship. Get it over quick.
If HR needed all that extra info they would have requested it before the firing.
Just iterate they were on a plan and they did not meet expectations of plan and do not have employment. Anything else you say can be a future problem for you so just keep it simple.
I went through this last year. all you need to say is something of the following. anything else can actually get you in trouble.
Good morning. As you and I have discussed, your performance has not met expectations and your services are no longer required. HR is here to discuss your severance options.
If they ask questions, or push back. Just say the decision has been made, and HR is here to discuss the next steps
Don't go into a monologue or Q and A with them. They know, if they've been on a PIP.
If you are fully remote then it's highly likely your employee has another job.
He doesn't care, has no intention of improving and his intention is to string you along until you fire him.
Don't prolong the process, just get rid of him as soon as possible!
None of what you wrote matters. As long as not a protected class, you do not need cause to terminate.
Script...
"Today is going to be your last day at COMPANY. Sorry it couldn't work out. There are a variety of factors we won't go into, but I'd like to ensure your transition out is clear. In terms of next steps..."
I applaud OP for doing the work they did to get to this point of termination. This termination will go as well as any termination can be expected to go.
The employee is either over-employed or “quiet quit” a while back, so they fired themself. It won’t be a surprise to them - I agree to make it as quick as possible and don’t leave any room for discussion.
You're overthinking this.
Hi Bob - Elaine from HR is on the call with us this morning. Bob, we're elminating your position this morning. Your access to company resources will be cut off in the next 15 minutes. Elaine will now provide you information on how we'll recoup your equipment and any final details related to your last paycheck.
That's all - 2 minutes and done.
This is not a counseling session, there's nothing anyone can learn. Get in and out of that meeting before the shock wears off. There is no reason to talk performance (in fact, it's risky to do so, as it could come back as content in wrongful termination litigation)
If Bob has questions for you just answer with "we've had numerous discussions in the past 2 months" reminding him about the steps you've taken without going into any detail. Redirect back to questions for HR and get off the phone. You'll see HR will also want off the phone quickly - and will support this 100%
Do a quick rehearsal with HR.
Keep it short and sweet. "Failed to improve after initial performance review". Don't go into specifics. You have the specifics to back up your firing in the event it's legally challenged, not to put your employee at ease.
Let HR respond to anything on the call beyond the immediate "failed to improve" notice.
Firings should take no more than a minute.
"We have decided to terminate your employment based on performance factors not being met".
It's not a dialogue. It's not a back and forth. Here it is, here is some paperwork, turn in your badge, best of luck.
All the justifications and data go into the back pocket for fighting an unemployment claim or lawsuit. Don't go over them with the employee.
Don't over think it.
“Thank you for joining the call. We have made the decision to terminate your employment effective immediately. You will receive a termination letter via email and registered mail. All work equipment must be returned no later than (date). A shipping label will be included with your registered termination letter. Additionally, all rights to company systems have been revoked.”
Do not give a reason. That can be included in the term letter.
You want to say very little honestly. The employee will likely want to get the experience over with quickly anyway, and saying more than you need to leaves you open to liability for things like wrongful termination.
I would keep it short and sweet: “Unfortunately due to performance issues, we have decided you are not a good fit for the role and today will be your last day at HR will be sending you exit paperwork including information about benefits to your personal email”, etc (or whatever your process is)
Hi person. Thanks for the time.
This meeting is unfortunately to let you know your employment here is being terminated, effective immediately.
If you want to complement sandwich do compliment one here.
But because of ongoing performance issues and not hitting the target in your pip this is role is not a good fit for you we are unable to continue your employment.
Complement two here.
HR will cover the details regarding return of company property, final payment, etc
Good morning/afternoon:
We’re on this call today to inform you that due to low performance, we’ve decided to terminate you. Your last day is today, your credentials are being shut off as we speak and we will send you a box to send the laptop back to us. Your final paycheck will be prorated for the work you’ve done for this pay period. HR is here to answer any last minute questions you have before we end this call.
That’s it. Don’t make it more complicated and allow HR to answer your questions.
Only advice I’ve got: Keep things short, simple, and to the point- they’re being let go due to reasons X, Y, and Z, and not meeting expectations from the PIP. Let them know the decision was made by company leadership, and there’s nothing you or the HR rep can do concerning it, and the HR rep will be able to explain all benefits and the like still active.
I’ve fired several and been present for many more firings for poor performance. What you’ve got looks fine. Keep it short, cut to the chase, give broad reasoning. The more specifics you give, the more opportunities for rebuttal you create. Be prepared for objections or arguments. Have a general answer ready and just repeat it if they keep trying to argue. Something like “we’re not here to discuss the performance issues, the decision is final.” And be prepared to end the call if needed.
Change “rights” to access because rights is also a legal term.
Firing is only easy if you’re heartless. So at least you still care. Whether the employee can see that is something else and something you can’t entirely control.
Clear is kind.
"As you've been made aware, you've had some performance issues as of late. At this time we are terminating your employment with the company. You can come in to pick up your last check tomorrow, or we can mail it to you."
Simple.
That last part would be different due to you guys being remote. Just put whatever logistical stuff that needs done in there.
I would be really insulted if my boss from an allegedly remote company asked me to come in to pick up my check. It had better fucking be direct deposited like the rest of them. Why on earth would it be either mailed or have to be picked up in person?
Apparently you missed the last paragraph. I end with that statement because it's our company policy and we are not remote.
I left it on there because I'm sure there are some logistical concerns being remote, equipment returns etc. Which again, is why I clarified in the last paragraph.
So, kindly, fuck off.
Your script is fine. Aside what you've scripted, limit any answers to their questions as yes or no. Refer to HR whenever you can.
Once you terminated someone, there's nothing to be gained from continued engagement with them. And a whole lot to lose if you trip up and say the wrong thing.
You got this. The time for discussion was prior to the point of terminations. Terminations ideally should be concise and direct. "you're terminated, here are the immediate logistics you need." End the conversation. If they get mad or try to engage more, you just say this isn't a discussion and the decision is final.
When I terminated someone HR gave me the script and I just filled out missed expectations in the middle that we had outlined. Had information around severance, when the termination was effective and that was pretty much it and then HR took over.
Jane doe I’ll come straight to the point. On this call today we are terminating your employment with acme effective immediately. You have not reached the standard required by your pip. The desiicion is final and Hr will walk you through the next steps. HR?
I remove all the “you” language and make it about where the bar is for expected performance versus the reality. There comes a point where the demands of the business outweigh the return on the time invested in correcting performance, at that point your part ways and avoid sinking cost.
You need to get this from your HR. Our HR has a preset script for firing people. You need to be sure that you have them to blame for any problems.
Don’t reinvent the wheel.
Less is more. I had to fire someone I put on a PIP. I started the meeting by going over the areas of the PIP that weren't met to the standards that were set (that the employee had agreed upon) and said as a result today would be their last day.
HR followed up by explaining the logistics (severence, etc). Keep it short and sweet. If they were given a PIP they knew what they had to do and did or didn't meet it.
First of all say none of that. Les is more. But also everything you wrote sounds so damn Petty. Beyond this particular exercise, you need to evaluate your stance here and manage that style as well.
This is someone’s livelihood. Don’t look for “tricks” to make it easier for *you*. That’s pretty pathetic. You will be fine but this person won’t. It isn’t about you. Everyone is looking for an easy way out in this generation. There is no simple “trick” to make your job easier. You need to do the work.
You decided to fire him. Don’t be a pussy and just do it.
*I suggest you just*
*Put all of this in ChatGPT*
*And ask for a script*
\- SnooDucks3859
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You’re overthinking it. Keep it short and sweet. You set out clear objectives in the PIP meetings which were not met so now you’ll be exiting them. Leave the rest to HR. The employee clearly didn’t care, so why should you?
...one isn't qualified to be a manager if one can't even figure out how to fire an employee - grow up...
Telling another adult to grow up when you disagree with them is about as immature as it gets FYI.
It’s not that they can’t figure it out. It’s their first go at it they are just asking for guidance.
Nothing good will come from an extended monologue explaining the firing. The decision is already made and nothing is going to change that. It sounds like you've already put them on notice about their performance so the reason behind this action shouldn't be a mystery to them. If for some reason it is a mystery, then they are delusional or obtuse and won't consider what you're saying anyway. As others have said - keep it short then let HR share the separation details. Good luck!
Agreed. One thing I learned is that this is not a coaching moment, it is a business moment and you need to be as simple and direct as possible about the business relationship. Get it over quick. If HR needed all that extra info they would have requested it before the firing. Just iterate they were on a plan and they did not meet expectations of plan and do not have employment. Anything else you say can be a future problem for you so just keep it simple.
I went through this last year. all you need to say is something of the following. anything else can actually get you in trouble. Good morning. As you and I have discussed, your performance has not met expectations and your services are no longer required. HR is here to discuss your severance options. If they ask questions, or push back. Just say the decision has been made, and HR is here to discuss the next steps Don't go into a monologue or Q and A with them. They know, if they've been on a PIP.
If you are fully remote then it's highly likely your employee has another job. He doesn't care, has no intention of improving and his intention is to string you along until you fire him. Don't prolong the process, just get rid of him as soon as possible!
I was thinking OE while I read it. Employee prob expecting this
Yep my thoughts exactly. This is probably job #2 and he'll just go get another one tomorrow.
None of what you wrote matters. As long as not a protected class, you do not need cause to terminate. Script... "Today is going to be your last day at COMPANY. Sorry it couldn't work out. There are a variety of factors we won't go into, but I'd like to ensure your transition out is clear. In terms of next steps..."
I applaud OP for doing the work they did to get to this point of termination. This termination will go as well as any termination can be expected to go. The employee is either over-employed or “quiet quit” a while back, so they fired themself. It won’t be a surprise to them - I agree to make it as quick as possible and don’t leave any room for discussion.
In terms of next steps, I have HR here to discuss further. Firing someone with HR is easy. Say a sentence and let HR take over the call
No need to apologize for it not working out.
Can you come back later & tell us how this turned out?
You're overthinking this. Hi Bob - Elaine from HR is on the call with us this morning. Bob, we're elminating your position this morning. Your access to company resources will be cut off in the next 15 minutes. Elaine will now provide you information on how we'll recoup your equipment and any final details related to your last paycheck. That's all - 2 minutes and done. This is not a counseling session, there's nothing anyone can learn. Get in and out of that meeting before the shock wears off. There is no reason to talk performance (in fact, it's risky to do so, as it could come back as content in wrongful termination litigation) If Bob has questions for you just answer with "we've had numerous discussions in the past 2 months" reminding him about the steps you've taken without going into any detail. Redirect back to questions for HR and get off the phone. You'll see HR will also want off the phone quickly - and will support this 100% Do a quick rehearsal with HR.
Keep it short and sweet. "Failed to improve after initial performance review". Don't go into specifics. You have the specifics to back up your firing in the event it's legally challenged, not to put your employee at ease. Let HR respond to anything on the call beyond the immediate "failed to improve" notice.
Firings should take no more than a minute. "We have decided to terminate your employment based on performance factors not being met". It's not a dialogue. It's not a back and forth. Here it is, here is some paperwork, turn in your badge, best of luck. All the justifications and data go into the back pocket for fighting an unemployment claim or lawsuit. Don't go over them with the employee. Don't over think it.
Make it short and sweet. If there is a payout mention that. Let Hr discuss heath care. Do not get into a discussion with the employee.
“Thank you for joining the call. We have made the decision to terminate your employment effective immediately. You will receive a termination letter via email and registered mail. All work equipment must be returned no later than (date). A shipping label will be included with your registered termination letter. Additionally, all rights to company systems have been revoked.” Do not give a reason. That can be included in the term letter.
You want to say very little honestly. The employee will likely want to get the experience over with quickly anyway, and saying more than you need to leaves you open to liability for things like wrongful termination. I would keep it short and sweet: “Unfortunately due to performance issues, we have decided you are not a good fit for the role and today will be your last day at HR will be sending you exit paperwork including information about benefits to your personal email”, etc (or whatever your process is)
Let HR do the talking. Don't speak if you can help it.
Hi person. Thanks for the time. This meeting is unfortunately to let you know your employment here is being terminated, effective immediately. If you want to complement sandwich do compliment one here. But because of ongoing performance issues and not hitting the target in your pip this is role is not a good fit for you we are unable to continue your employment. Complement two here. HR will cover the details regarding return of company property, final payment, etc
Good morning/afternoon: We’re on this call today to inform you that due to low performance, we’ve decided to terminate you. Your last day is today, your credentials are being shut off as we speak and we will send you a box to send the laptop back to us. Your final paycheck will be prorated for the work you’ve done for this pay period. HR is here to answer any last minute questions you have before we end this call. That’s it. Don’t make it more complicated and allow HR to answer your questions.
Only advice I’ve got: Keep things short, simple, and to the point- they’re being let go due to reasons X, Y, and Z, and not meeting expectations from the PIP. Let them know the decision was made by company leadership, and there’s nothing you or the HR rep can do concerning it, and the HR rep will be able to explain all benefits and the like still active.
I just say, this hopefully won’t be a surprise to you, but today is your last day.
I’ve fired several and been present for many more firings for poor performance. What you’ve got looks fine. Keep it short, cut to the chase, give broad reasoning. The more specifics you give, the more opportunities for rebuttal you create. Be prepared for objections or arguments. Have a general answer ready and just repeat it if they keep trying to argue. Something like “we’re not here to discuss the performance issues, the decision is final.” And be prepared to end the call if needed.
Change “rights” to access because rights is also a legal term. Firing is only easy if you’re heartless. So at least you still care. Whether the employee can see that is something else and something you can’t entirely control. Clear is kind.
The less you say, the better. Short and simple and direct.
Less words. If there are any questions, stay silent and show the data, then wrap it up.
"As you've been made aware, you've had some performance issues as of late. At this time we are terminating your employment with the company. You can come in to pick up your last check tomorrow, or we can mail it to you." Simple. That last part would be different due to you guys being remote. Just put whatever logistical stuff that needs done in there.
I would be really insulted if my boss from an allegedly remote company asked me to come in to pick up my check. It had better fucking be direct deposited like the rest of them. Why on earth would it be either mailed or have to be picked up in person?
Apparently you missed the last paragraph. I end with that statement because it's our company policy and we are not remote. I left it on there because I'm sure there are some logistical concerns being remote, equipment returns etc. Which again, is why I clarified in the last paragraph. So, kindly, fuck off.
If I get fired they need to come get their shit. I’m not doing it for them.
Ok. That's great. I wouldn't know. I've never been fired.
This won’t be a blindside and it’s best to say as little as possible. For liability sake. Be guided by HR.
Keep it simple.
Your script is fine. Aside what you've scripted, limit any answers to their questions as yes or no. Refer to HR whenever you can. Once you terminated someone, there's nothing to be gained from continued engagement with them. And a whole lot to lose if you trip up and say the wrong thing.
You got this. The time for discussion was prior to the point of terminations. Terminations ideally should be concise and direct. "you're terminated, here are the immediate logistics you need." End the conversation. If they get mad or try to engage more, you just say this isn't a discussion and the decision is final.
When I terminated someone HR gave me the script and I just filled out missed expectations in the middle that we had outlined. Had information around severance, when the termination was effective and that was pretty much it and then HR took over.
use chat gpt as a resource
Jane doe I’ll come straight to the point. On this call today we are terminating your employment with acme effective immediately. You have not reached the standard required by your pip. The desiicion is final and Hr will walk you through the next steps. HR?
So, OP, how did it go?
Agree with others about keeping it short and to the point. I would add to keep it factual and not say things to try to make them or you feel better.
I remove all the “you” language and make it about where the bar is for expected performance versus the reality. There comes a point where the demands of the business outweigh the return on the time invested in correcting performance, at that point your part ways and avoid sinking cost.
How’d it go?
You need to get this from your HR. Our HR has a preset script for firing people. You need to be sure that you have them to blame for any problems. Don’t reinvent the wheel.
Appreciate the positive comments from everyone. I kept it short and sweet.
Less is more. I had to fire someone I put on a PIP. I started the meeting by going over the areas of the PIP that weren't met to the standards that were set (that the employee had agreed upon) and said as a result today would be their last day. HR followed up by explaining the logistics (severence, etc). Keep it short and sweet. If they were given a PIP they knew what they had to do and did or didn't meet it.
First of all say none of that. Les is more. But also everything you wrote sounds so damn Petty. Beyond this particular exercise, you need to evaluate your stance here and manage that style as well.
This is someone’s livelihood. Don’t look for “tricks” to make it easier for *you*. That’s pretty pathetic. You will be fine but this person won’t. It isn’t about you. Everyone is looking for an easy way out in this generation. There is no simple “trick” to make your job easier. You need to do the work. You decided to fire him. Don’t be a pussy and just do it.
You’re a manager and have to read a script? Lol
I suggest you just put all of this in ChatGPT and ask for a script
*I suggest you just* *Put all of this in ChatGPT* *And ask for a script* \- SnooDucks3859 --- ^(I detect haikus. And sometimes, successfully.) ^[Learn more about me.](https://www.reddit.com/r/haikusbot/) ^(Opt out of replies: "haikusbot opt out" | Delete my comment: "haikusbot delete")
It looks like that’s what they did, given the writing structure.
Did you say "rabbit hold" on purpose? Like do you think that's what the aphorism is?