Employee Discipline or Termination

If you are a sales manager yor job requires you to either discipline or terminate employees. As difficult as this is you must always think before you act.

Ask yourself the following:
WHAT ARE THEY BEING DISCIPLINED FOR?
Is the cause of your action is due to a violation of company policy, departmental policy or poor judgment? Your response to each will vary.

THINK ABOUT WHAT YOU WILL SAY TO THE EMPLOYEE
Is this intended to be a warning or the fatal blow to their career?

GIVE THE EMPLOYEE A CHANCE TO STATE THEIR CASE
If you are disciplining someone as a warning prior to termination should the event re-occur get their acknowledgement in written form.

DO NOT DISCUSS YOUR PLAN OF ACTION
Any discussion of what you plan to do should include only the employee, the person you report to or the human resources department.

BEFORE YOU TERMINATE
Why are you considering formal termination? Poor work standards? Make certain you have given this person every opportunity to perform. If you hired them, you must have seen something that showed promise. If firing an employee is your only alternative involve your supervisor or human resources.

DO NOT TERMINATE IN ANGER
Business decisions based on sound principles are not personal attacks against the employee. If you are angry take a step back, calm down and proceed with a clear head.

MAKE ARRANGEMENTS FOR THE EMPLOYEE TO LEAVE THE PREMISES
Depending on the circumstance make it easy for them to remove their personal affects after hours if possible. Do not let them disrupt or taint the attitude of others.

Whether your decision involves discipline or termination know your company's policies regarding these matters. Involve your human resources department at the earliest possible time.