Reference: bbc.com

You have an under-performing employee and it’s time to let them go. What’s the best way to deliver the news?

By Elizabeth Garone

24 April 2016

An employee steals something or is caught in a terrible lie. It’s clearly time to sack them.  But what about a worker who hasn’t made an egregious mistake? 

What if someone isn’t an untruthful or malicious person but just doesn’t have the right skills or aptitude for the role, is the wrong fit, or needs to be let go due to layoffs? Are there particular words or times that are better than others to deliver the news? And is there anything you can do to soften the blow?

Firing someone is “never easy because [it] impacts individuals, families, workplaces and communities,” said Chicago-based global executive leadership coach Alicia Bassuk in an email. But she said sometimes it’s just inevitable. 

Do the right thing

Before you sack someone, make sure that you have done everything possible as a manager to develop their skills, said Bassuk. And, consult human resources to ensure you’re following the right process. 

“If it seems like ‘they don't get it’, then they probably don’t,” she said. “Give them the benefit of the doubt that if they had that skill, they would be using it. Teach them that skill by taking the time to mentor them through it step-by-step with your full attention.”

If things still aren’t working out, then it will be clear that it is time to part ways. That way, “you can sleep well at night knowing you did the right thing,” said Bassuk.

What versus how

For a lot of managers, getting rid of an employee is very stressful and not something they are skilled at doing. But it’s important to remember that there is a difference between “what you do and how you do it,” according to Robert Sutton, author of Good Boss, Bad Boss and a Stanford University professor of management science and engineering. “It is important to help people understand why it is necessary,” he said, “that it’s justifiable, not just a crazy leader doing it.”

One of the worst parts of losing a job is the loss of control one feels, said Sutton. While you might not be able to give a worker control over whether they lose their job, they can be involved with figuring out how the process unfolds, “the when and how they go,” he said.

Behaviour problems

Even if the reason for being fired relates to the employee’s behaviour, don’t use the meeting as an opportunity to blame them. “It may be tempting to do so and to say everything you always wanted to say. This can be seen as justification and you do not have to justify yourself,” said Jorg Stegemann, head of Kennedy Executive Search with offices in Amsterdam, Copenhagen, Frankfurt, London, Milan, Paris and Prague. 

By the time you get to this meeting, there should already be well-documented evidence that the person isn’t working out in the position. “If something goes wrong, always keep a written trace (record) and not just a verbal one,” said Stegemann.

He recommends sending emails that clearly document the problems. For example: “You have come late to work for the second time this week. This jeopardises the production and results of the team. Please make sure you arrive on time or we will have to take disciplinary actions. You are a loyal employee and we count on you.” This way, “the employee cannot say ‘I did not know’,” said Stegemann.  

Keep it short and sweet

You don’t want the meeting to drag on. You can always turn to human resources for help with the preferred language to keep that conversation focused as well as help with any rules or steps they want you to follow. Don’t confuse the conversation about being fired with feedback, said Bassuk. Once the decision has been made, “it is too late for feedback.” 

“Make it short, swift and clean,” said Stegemann. “Avoid something like, ‘You know, it hasn’t been easy for all of us...’” This is an unnecessary torture for the employee and may leave them unclear on what you are actually telling them. Stegemann instead starts with, “I am very sorry, [insert name], but I have to dismiss you today”. Then he pauses and counts to five so the employee can digest what he just told them. Then, he explains it in more detail.

Don’t do it alone

Stegemann said he has seen everything from tears to people yelling at him during a sacking. So, it is better not to hold a meeting like this alone. “Take another manager, preferably a human resources manager, with you in case something out of the ordinary happens,” he said. “It might become emotional and you never know how [the person] will react.”

Reference: Inc.com

12 Simple Phrases That Are Guaranteed to Make People Like You More

A dozen simple, easy-to-remember phrases, and they'll almost always make other people react positively to you.

Bill Murphy Jr. 

The late, great American poet Maya Angelou once said, "People will forget what you said, people will forget what you did, but people will never forget how you made them feel."

The truth is, your word choice creates a brief impression that can lead to a lasting impression, long after the particulars have been forgotten. That's why the world's most charismatic people tend to use some of the same phrases over and over.

Here are 12 of the most effective. Consciously pepper them into your daily speech, and watch the results.

1. "Here's the situation."

Ever known people who hold onto information like a scarce commodity? It can be frustrating and annoying trying to learn what's going on--anxiety-producing even--not to know about things that could affect your future. The people who share good information in that kind of situation--not rumors, not bluster, but good information--become some of the best-liked people around.

2. "Tell me more."

Most people like to talk about themselves. Almost everyone likes to hear that the things they're contributing are considered valuable and welcome in the conversation. So, be on the lookout for good opportunities to show that you're listening to others, and that you appreciate their viewpoints, by very explicitly asking them to share more than they already have. They might not remember why, but they'll walk away with a positive opinion of you.

3. "What do you think?"

Very much related to number two. People want to believe that their opinions matter, and that they can affect the world around them. So, if you become known as someone who legitimately wants to hear others' opinions, you'll quickly increase your charisma. It applies in almost every situation--from casual interactions among strangers to serious work meetings.

4. "What can I do to help?"

Insightful people realize that nobody really does anything amazing without somebody else's help. So, we're all naturally wired to be grateful to people who offer legitimate help as we pursue our goals. If you have information, skills, or insights that will help others achieve their goals, others will appreciate you for offering them.

5. "Please/thank you."

Politeness costs you absolutely nothing, but can pay big dividends. You pay respect; you get respect.

6. "You're welcome."

When you say "You're welcome," rather than "No problem" or another dismissive phrase, you acknowledge that you've done something worth thanking for someone else. This can only trigger a positive reaction in others.

7.  "Let me find out for you."

This phrase indicates not only that you're willing to help--like number four--but also that you're willing to go out of your way to do so.

8. "I've got your back."

We all like to know that we're not alone. Solidarity leads to affinity.

9. "I'd like you to meet..."

Introduce people to each other, and become a connector. By lending your credibility and your time, you'll automatically make people grateful. If the connection turns out to be positive or fruitful, they'll also remember you made it happen.

10. "I believe you can."

We all face moments of self-doubt. Sometimes all it takes to overcome them is to hear that somebody else doesn't doubt us. And people will remember that you're among the ones who thought they could achieve their goals.

11. "I think you can do a lot better."

This phrase is interesting. It's criticism, but it's criticism rooted in faith. Sure, you're telling someone that you think he or she has fallen short, but you're also indicating that you have confidence in this person's ability to achieve more. 

12. "Let me be up-front with you."

Setting expectations, signaling honesty, refusing to waste another person's time: This simple phrase suggests the other person is not going to hear from you what he or she wants to hear. But it can engender positive reactions because it at least shows you want to treat this person with respect.

--- Words

particulars

scarce

explicitly

pepper

bluster

lookout

legitimate

legitimately

dividend

dismissive

solidarity

affinity

engender

upfront

--- Expressions

The truth is, ...

lead to a lasting impression.

frustrating and annoying

become some of the best-liked people around

be on the lookout for good opportunities

from casual interactions to serious work meetings

Politeness costs you absolutely nothing, but can pay big dividends.

You pay respect, you get respect.

I've got your back.

Solidarity leads to affinity.

By lending your credibility and your time, ~

positive or fruitful

be rooted in faith

fall short

Reference: Examples of Answers to Employee Self Evaluation

  A performance appraisal offers a manager the opportunity to evaluate an employee, but it can also offer an employee the opportunity to evaluate himself. Self-appraisal can encourage employees to become mindful of areas where they need to improve and it can reveal attitudes and biases a manager might never guess from observation. Some examples of employee responses can prepare you for the results you may get from employee self-evaluations.