Firing a intimidating employee

One of my direct reports has two sons who are affiliated with gangs.

Both of them are going through the court systems now for weapons and drug charges.

The first and most important step in the firing process is to make sure your employee can see the train coming, long before it arrives. If your staff isn’t meeting your expectations, it’s your responsibility to let them know immediately—not months later.

Many managers hesitate to do this out of the fear of micro-managing , but the truth is, when you have regular dialogue, you create an atmosphere of trust and respect where conversations about setbacks can also emphasize learning and growth.

If you run a typical American company — whether you have 10,000 employees or 25 — then you probably have a bully in your business.

According to a 2007 survey conducted by Zogby International, almost half of U. workers report that they have experienced or witnessed some kind of bullying on the job - insults, threats, screaming, or ostracism.

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If you’re faced with letting someone on your team go, read on for what you need to know.

Many managers place firing at the top of their list of their most difficult responsibilities .

While personally, I think lay-offs and telling someone they have an odor problem rank higher, it is true that terminating an employee will never be easy (regardless of how much they may deserve it ).

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