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I think I am going to fire someone next week.


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#1 Boner Champ

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Posted 29 November 2012 - 08:29 AM

I have hired quite a few people, but never fired anyone. But one of my reps has been effing up lately and I think he has been lying to me although I do not have proof! Anyone ever fired someone before? I feel bad :(

Also, I will be hiring an intern (yes, I will have a personal intern, and it is as awesome as it sounds!) in a couple of weeks. My question is; should I hire the qualified and bright business major, or the really hot college coed? (;

#2 Boner Champ

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Posted 29 November 2012 - 08:30 AM

And no, Ron Rivera is not who I am firing, sorry to disappoint!

#3 Doyle

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Posted 29 November 2012 - 08:35 AM

My question is; should I hire the qualified and bright business major, or the really hot college coed? (;


What a dumb question.

#4 Inimicus

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Posted 29 November 2012 - 08:48 AM

Terminating someone is never fun.

The only advice I ever give is don't be specific as to why. Assuming you work in NC and don't have a corporate policy to the contrary you don't have to tell them why and the less you say the better your HR dept will like you. Tell them its not working out, they are not a good fit, anything but the specifics unless you have proof they are stealing or something. This is for two reasons. First too much information turns the whole process into a negotiation. Second is that it gives them something to litigate if they are that type.

Short and sweet is the best.

This isn't working out so I'm choosing to let you go. Thank you for your work to this point but you are free to leave now. Thanks again and good luck.

They ask questions...

You can direct those questions to HR but for now I'm going to ask you to turn in your key and go home.

#5 Zcustom

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Posted 29 November 2012 - 09:00 AM

Terminating someone is never fun.

The only advice I ever give is don't be specific as to why. Assuming you work in NC and don't have a corporate policy to the contrary you don't have to tell them why and the less you say the better your HR dept will like you. Tell them its not working out, they are not a good fit, anything but the specifics unless you have proof they are stealing or something. This is for two reasons. First too much information turns the whole process into a negotiation. Second is that it gives them something to litigate if they are that type.

Short and sweet is the best.

This isn't working out so I'm choosing to let you go. Thank you for your work to this point but you are free to leave now. Thanks again and good luck.

They ask questions...

You can direct those questions to HR but for now I'm going to ask you to turn in your key and go home.



Very true.

I became warehouse manager at the ripe ole age of 20. During those first dozen or so firings I made the mistake of trying to "better" the person by being honest and detailed about why they were being let go. I guess I hoped to help them as an employee/person in their future career/job. What a mistake.

Hotsauce, just remember, you never fire anyone, they fire themselves

#6 Darth Biscuit

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Posted 29 November 2012 - 09:24 AM

My old boss used to try to get bad employees to resign instead of firing them... good if you can manage it.


I've had to fire a couple and Inmicus' advice is sound. Just tell them it's not working out and be professional about it.

If they are not, it's on them and not you... be concise and to the point, and ask them to gather their things and leave.

#7 Jase

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Posted 29 November 2012 - 09:25 AM

Are you my boss?

I promise to do better.

#8 Scrumtrilescent

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Posted 29 November 2012 - 10:20 AM

Terminating someone is never fun.

The only advice I ever give is don't be specific as to why. Assuming you work in NC and don't have a corporate policy to the contrary you don't have to tell them why and the less you say the better your HR dept will like you. Tell them its not working out, they are not a good fit, anything but the specifics unless you have proof they are stealing or something. This is for two reasons. First too much information turns the whole process into a negotiation. Second is that it gives them something to litigate if they are that type.

Short and sweet is the best.

This isn't working out so I'm choosing to let you go. Thank you for your work to this point but you are free to leave now. Thanks again and good luck.

They ask questions...

You can direct those questions to HR but for now I'm going to ask you to turn in your key and go home.


Spot on.


And lol @ thinking having an intern is going to be milk and cookies. You'll spend half of your time holding their hand and dealing with their trivial problems and questions. Interns are like hot potatoes around here. This is a biotech/science field, may be different in other business areas.

#9 Darth Biscuit

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Posted 29 November 2012 - 10:22 AM

Spot on.


And lol @ thinking having an intern is going to be milk and cookies. You'll spend half of your time holding their hand and dealing with their trivial problems and questions. Interns are like hot potatoes around here. This is a biotech/science field, may be different in other business areas.


Nope, interns are always like that...

#10 88 Bronco

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Posted 29 November 2012 - 10:26 AM

Like it was already said, make sure you consult human resourses before you pull the trigger. Have you generated a paper trail?

#11 mmmbeans

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Posted 29 November 2012 - 10:31 AM

f*ck interns. the ones that aren't worthless don't stay interns very long.

#12 catfang

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Posted 29 November 2012 - 10:32 AM

OP, the fact you feel bad proves that you are not an asshole.

I've fired a few people and the range of reactions was disbelief up to yelling in my face.

One HR guy gave me good advice - make it quick. As soon as you tell them they are being let go (and this should happen within 15 sec of you closing the office door), they won't be listening to much else you are saying. They will be thinking about what they are going to do, etc etc. Make it short and, well, sweet, as someone else already posted. Stay professional.

#13 Mrs Pantherfan

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Posted 29 November 2012 - 11:26 AM

Pay someone else to do it...that's what I'd do.... :)

and if they don't do it...pay someone else to fire both of them

#14 Scrumtrilescent

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Posted 29 November 2012 - 11:29 AM

If you can't fire someone yourself, you are in no position to manage/hire people in general.

#15 Anybodyhome

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Posted 29 November 2012 - 11:33 AM

Hire your intern first... then assign their first task to fire someone...


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