How to fire an OFS
How do you let someone go who’s not working out?
Oliver asks:
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Hi John
Thanks for your e-mails.
It would be interesting to get your experience of how to resolve a bad hire (how to best finish the work relationship, start the new hire, reduce time without support between the old and new person etc.)
Thanks
Olivier
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Here’s how I have handled this.
When someone’s not working out I usually give people a couple of chances.
But if it still doesn’t work out, I email them:
“Sorry, this just isn’t working out for us.
We’re letting you go. This is your 2 weeks notice.
You don’t need to work in the next 2 weeks. You can spend that time looking for a new job.”
I do this because if someone already isn’t working out for you, there’s no reason to have them continue to work. You don’t want their work.
We then continue to pay them for the next 2 weeks so they can focus on getting a new job.
Now, how do we avoid downtime when we let someone go?
I start recruiting for a replacement ahead of time before I send that email. I go back to the applicants who applied for that position and see if they’re still available. I repost the job at Onlinejobs.ph if none of my previous candidates are available.
That way, before the 2 weeks are up, I have the new OFS training and onboarded.
Some people are concerned about what happens if the person I’m letting go knows I’m hiring a new OFS for their position.
I think it doesn’t matter. They already know things aren’t working out. It makes sense for me to hire someone new as soon as possible. That’s how you can make sure there’s no downtime.
Are there other ways of doing this? Yes. This is just how we do it.
John
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