Introduction:
- Course Objectives
Module 1:
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Placing an Employee on a Performance Improvement Plan (PIP) Before Firing
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Justification
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Validate
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Include
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Be Grateful
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Knowledge Check
Module 2:
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Employees Who Should Be Terminated (I)
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Feeling of Entitlement
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Cannot Perform Job Functions
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Can’t Function with Other Employees
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They Overpromise and Under Deliver
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Knowledge Check
Module 3:
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Employees Who Should Be Terminated (II)
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Blatant Disregard for Customers
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They Are Unreliable
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Don’t Adhere to Code of Conduct
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Use Company Property for Personal Use
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Knowledge Check
Module 4:
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Things to Consider When Setting Up the Termination Meeting
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Meeting Attendees
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Venue of the Meeting
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Security Presence
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Logistics
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Knowledge Check
Module 5:
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The Correct Way to Fire an Employee (I)
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Use Positive Language
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Review Past Feedback
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Concentrate on Specific Behavior
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Fire Early in the Week
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Knowledge Check
Module 6:
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The Correct Way to Fire an Employee (II)
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Keep it Short
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Have Employee Sign Release
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Transfer Terminated Employee’s Functions
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Avoid Fighting Unemployment Claims with Employee
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Knowledge Check
Module 7:
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What an Employment Termination Checklist Should Contain
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Notification to Human Resources
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Systems Access Terminations
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Return of Company Property
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Benefits Status
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Knowledge Check
Module 8:
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The “Don’ts” of Firing an Employee (I)
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No Performance Improvement Plan
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Using an Electronic Method
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Fire Without a Witness
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Provide Long Reason for Firing
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Knowledge Check
Module 9:
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The “Don’ts” of Firing an Employee(II)
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Not Making the Decision Final
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Let Employee Take Company Property
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Allow Access to Work Area
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Permit Information System Access
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Knowledge Check
Module 10:
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Conduct Effective Exit Interviews
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When, How and Who
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Objective of the Process
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Company Readiness for Exit Interviews
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Execute the Feedback Results
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Knowledge Check
- Post Test