What Not to Do:
1. Don't get personal. The reason for firing the employee should be business-related or due to performance issues, not due to personal, subjective or emotional opinions about the employee.
2. Don't make a decision to terminate for cause without conducting a proper investigation. The decision should be based on an objective series of facts, not one or two individual opinions or stories.
3. Don't hold the termination meeting in a public place. The meeting should be held in a private location, free from disruptions.
4. Don't go into a termination meeting unprepared. Prepare the written letter, rehearse what you will say, how you will say it, and in what sequence.
5. Don't get defensive or debate the merits of the firing decision with the employee. Allow the employee to react and raise questions, be understanding and sympathetic, but reinforce that the firing decision is definite and final.
Firing an employee is never easy. Make the decision thoughtfully and with care, and then act.
When in doubt, seek the advice of an employment lawyer or human resources expert prior to making to the decision to let the employee go.
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