February 10

Lessons in Retail | Steps to letting an Employee go.

Firing or letting someone go is not always easy, unless they made it so through some stupid actions such as…. well you know them.

What happens though  to the under performer that no longer fits into your long-term plans due to their performance?

Well, unfortunately many of us will let them ride and continue on due to not wanting to take the time to try to turn around this Employee or spend your energy towards hiring a new one.

Well too bad so sad.

The process to let someone go may be longer than you would like but it needs to be a fair one.

What does fair mean?

Well, that can be interpreted in many ways but:

Step 1

It all starts with letting that Employee know your concern about their performance and that you will be giving them the opportunity to turn around the identified concerns. This is the initial step.

Step 2

DO NOT hand the Employee an already filled out Action / Performance Plan as this becomes your Plan and not one owned by the Employee.

Develop an Action Plan together and therefore there is now two stakeholders and a partnership for success.

Step 3

Schedule realistic  check in dates that will allow you to measure or see changes in the identified behaviours and or actions. During this check in, have the Employee review what they have done FIRST, then it will be your turn. Remember that the Employee is the owner of this plan.

Step 4

Listen, listen and listen to the Employee. Once the Employee is finished presenting what they have or have not achieved it is now your turn as a Coach to review your thoughts.

Step 4.2765

Don’t forget to be documenting this conversation all other conversations dealing with this identified opportunity for future reference.

Step 5

Well this one is now in your hands as the initial process has been started and the lines of communication and feedback have been opened and the Employee knows where they stand.

Remember, if an Employee is fired and is surprised, your level of transparency and clear communication may have been muddled and therefore you were not fair to the Employee.

Step 6

Check for understanding and have the Employee re explain to you what they just heard. Afterwards please have them sign the documented conversation or Action Plan that you both agreed on.

Step 7

If the process was followed through and there were demonstrated positive results; Congratulations. If not, please ensure that the appropriate documented steps were followed through according to your Human Resources policy. 

At this point your Human Resource representative can help guide you if you need further assistance towards letting your Employee go. 

Since you have done the appropriate steps and were fair, honest and transparent you should not be nervous or second guess the determined outcome….BUT believe me the butterflies in your stomach will ALWAYS be there.

Yes, there is more to this and I can write pages on this subject that will head in may directions, but in the spirit of keeping it simple in Retail:

NO EMPLOYEE should be surprised when they are let go due to Performance Issues.


Would you like to learn more about “Letting an Employee go?” or how we can help?

Please contact us at:                             

info@renegaderetailer.com  | www.renegaderetailer.com

That is all.

#Retail #Manager #Manager #Coach #Employee #Behaviour #Motivation