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Dear Experts, I received a promotion last week which puts me in charge of a 20 person team. Before starting our newest project, my boss and I evaluated everyone on the team and found someone who isn't pulling their weight. My boss thinks it's best if we let her go and he wants me to give her the news. I've never had to fire someone before. Is there any advice you can give me that will make this easier? Here is how our T.A.P. experts answered this question: Q#242 B calm, b clear re: why ur firing; show proof that employee productivity expectations were not met. (@ValueIntoWords) Q#242 Chk w/HR re what u can say; write a script & rehearse; have HR person w/u in room; it IS hard 2 do. (@juliaerickson) Q#242 (Part II) Do mock meeting & prepare for all reactions. Keep it professional, choose words carefully. (@jtodonnell) Q#242 (Part I) Check with HR first. You need proof to fire - ie. written documentation of poor performance. (@jtodonnell) Q#242 Be firm/professional. Treat them w/ respect. Don't drag it out. Make sure that they understand all severance/conditions. (@gradversity) Q#242 If yes, then should come as no surprise. People fire themselves by behavior. You facilitate the release. (@dawnbugni) Q#242 Make it about the performance and nothing more. Was she given a chance to improve? At least try that 1st! (@beneubanks) Q#242 Terminations never easy. Keep it performance-based. Hopefully boss did good job documenting past convos. (@dawnbugni) Q#242 Rec talking 2 boss about documenting employee's lack of productivity b-4 firing. w/o doc this could b a lawsuit. (@kgrantcareers) Q#242 Speak to ur boss abt. handling since u hv. never done this. Speak to HR re: termination process. (@DebraWheatman) Q#242 Be firm/professional. Treat them w/ respect. Don't drag it out. Make sure that they understand all severance/conditions. (@gradversity) Our Twitter Advice Project (T.A.P.) is no longer an active campaign. To find an answer to the above question, please use the "Search" box in the right-hand column of this website.

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