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In our eighth annual Executive Survival Guide, we show you how to do business with an egomaniac, build a brand like Drake, climb the corporate ladder (without stepping on anyone), avoid Snapchat snafus and ditch underperformers—gently. If you're looking for a slightly more formal education experience, we'll also help you find the right EMBA or MBA program.
You've consulted HR and a lawyer, and typed up the termination letter. Now comes the hard part. We asked three experts for tips on how to channel George Clooney in Up in the Air, rather than Mr. Burns in The Simpsons.
Wait 'til 5 p.m.
"It's an embarrassing moment," says Inna Koldorf, whose Toronto firm specializes in employment law. "They don't want colleagues watching them collect their stuff."
(Wo)man up
Do it yourself. "Don't send in someone the person doesn't know," says Andres Barker, a Vancouver-based employment lawyer.
Never wing it
Know exactly what you're going to say. Make it personal and recognize the good work they did. "You don't want them to have a negative feeling about the experience or the company," says Alan Kearns, co-founder of career counselling firm CareerJoy. "First, they're less likely to take legal action and second, you want to protect your brand as an employer."
Get 'er done
The meeting should last five minutes tops, says Koldorf. "Just deliver the news in very direct language, indicate whether there is a proposal or package provided, then hand over the termination letter."
Be humane
"They're going to lose their identity and role, as well as be impacted by the economics. They have to go home and tell a partner or family," says Kearns.
Stock up on tissues
Getting fired sucks. So does doing the firing. Expect both of you to be emotional (but do your crying after your now-former employee leaves).