Termination and Household Move
Parabeagle
3,085 Posts
No, it's not what you think, but close. Bear with me while I explain.
We have a particularly contrary, contentious, difficult, long-term (7 years) employee who has finally, in the eyes of management, "overstayed his welcome." He has managed to stay so long because he's (a) technically competent and (b) his supervisors come and go more frequently than a commuter train (but that's another story best told over a cold beer). Finally, his most recent (and most long-lived) supervisor has had it and has set the plans in motion to terminate.
Performance issues, writeups, counselings, etc. are all in order, we're ready to launch. The question I'm faced with (and have never had to deal with) is: What do you do when an employee has more personal stuff in his office than most people have in their homes (a tree, assorted bric-a-brac, knick-knacks, a favorite, personally-owned office chair, etc.) and how long do you give him to get the stuff out after a termination interview that undoubtedly is going to be very, uh, "delicate," generating a lot of animosity from the employee? His current supervisor knows him pretty well and I trust his predictions of the employee's response to being terminated.
My goal here is: Fastest departure, minimum disruption, minimum contact with other employees. Any input would be very much appreciated. Anybody been there, done that?
Thanks!
Eric
We have a particularly contrary, contentious, difficult, long-term (7 years) employee who has finally, in the eyes of management, "overstayed his welcome." He has managed to stay so long because he's (a) technically competent and (b) his supervisors come and go more frequently than a commuter train (but that's another story best told over a cold beer). Finally, his most recent (and most long-lived) supervisor has had it and has set the plans in motion to terminate.
Performance issues, writeups, counselings, etc. are all in order, we're ready to launch. The question I'm faced with (and have never had to deal with) is: What do you do when an employee has more personal stuff in his office than most people have in their homes (a tree, assorted bric-a-brac, knick-knacks, a favorite, personally-owned office chair, etc.) and how long do you give him to get the stuff out after a termination interview that undoubtedly is going to be very, uh, "delicate," generating a lot of animosity from the employee? His current supervisor knows him pretty well and I trust his predictions of the employee's response to being terminated.
My goal here is: Fastest departure, minimum disruption, minimum contact with other employees. Any input would be very much appreciated. Anybody been there, done that?
Thanks!
Eric
Comments
After that, we hd a similar situation. Instead of suffering through another uncomfortable hour long packing session, we approaced the employee a few days before d-day and told the to take most of the stuff home. We told him that a few personal belongings is fine, but to take the excess home. We told others in his work area the same thing. When we terminated him, it was much easier. It also cleaned up the other offices that were looking shabby.
In cases were things are not anticipated to go well I have IS turn off their computer access as they are coming into the meeting then go turn the computer off.
If you think the person could, ahhh get violent then you need to give thought to having another person around or at least aware so that if they hear him beating the crap out of you and the supervisor the police can be called. I used to joke about this, but it is no longer a issue you can joke about as it happens to much. Remain even keeled, stick to the facts, be professional and as compassionate as possible. Good luck!
My $0.02 worth.
DJ
Make the Supervisor sit in. I find that it makes the Supervisor responsible for the termination, as well. That way it isn't always HR who handles the dirty work. It makes Supervisors give some more thought to whether or not the employee could be helped to improve.
Thanks again for all your help. I don't care what anyone says about you guys, you're all right... usually... on a good day... with a tailwind...
Seriously, thanks for everything! :-)
Doing it at the end of the day avoids embarassment and humiliation, lets an individual retain his/her dignity, and minimizes the risk of disruption that can be caused by a departing employee. When I was in school, my prof advocated Fridays because it gives the terminated employee the opportunity for reflection over the weekend and provides a "cool down" period (obviously he can't retaliate against fellow EEs or HR people if the office is closed).
It was not a pleasant ending but much quieter and smoother than leaving it to chance.
It causes much less confusion and embarassment to the employee if they are terminated after others have left. Usually the employee wants to go ahead and get his stuff right away and leave. If the employee has an office full of stuff, I usually give them the option. Most start packing up right away. If there is a carload of stuff, this could take quite a while. I always notify IS before the termination so the computer access can be turned off.
Having boxes handy is also a very good idea. Nothing worse than sitting around looking at a terminated employee while you are waiting for someone to scroung up some boxes for you.