When running a business, it is inevitable that, at some point, there will come a time when you have to let someone go. There are various reasons why this can occur, from poor performance or attitude to the possibility that this particular member of staff decides they need to move on. It’s never an easy situation to tackle when dealing with staff dismissal and employers should always ensure that they are doing so in a fair and rational way. The consequences of unfair dismissal may have serious repercussions further down the line for both the business and the outgoing employee. In this article, we want to look at the best practices for staff dismissal and how employers can make sure this is done in the best possible way, and also how HCM software can help manage the whole process.
Reasons For Dismissal
As previously stated, there are a plethora of reasons why staff dismissal can occur, arguably the most common being failure to do the job. However, capability isn’t by any means the only reason staff are let go. Poor attitude almost always goes hand-in-hand with poor performance. If a member of staff doesn’t have the right attitude for the job they will almost certainly become incapable of performing to the high standards required of them. Poor performance can also stem from a lack of adequate skills required to even get to that high standard, resulting in sub-par results and possibly even leading on to the acquisition of a poor attitude. In these situations, it is highly likely that staff dismissal will occur if improvements are not made in the areas requiring them.
Best Practice For Fair Dismissal
In order to ensure that employers are being fair in their dismissal of staff, there are a number of options they can take to comply with fair dismissal best practice and avoid the charge of unfair dismissal. Disciplinary procedures are a good way of informing staff members that their current trajectory could end up with their dismissal if improvements aren’t made. Informing staff of their under performance is a must if employers are to avoid the risk of being taken to a tribunal over a charge of unfair dismissal. By informing under-performing staff members of their unacceptable traits, business owners are not only giving them the chance to improve, but also covering themselves in the event that said staff members decide to cry unfair dismissal should they decide not to improve their performance.
Another consideration employers should make when dismissing staff is whether the decision to let them go has been thought through thoroughly enough. Letting people go is a process that should never be rushed and, if in doubt, go over the decision again. It pays to be thorough in situations such as these. As mentioned before, it would be unethical to fire someone without prior warning, giving staff the opportunity to improve before letting them go makes sense as you no longer risk wasting the potential of staff members who are unaware they’re under performing. It is also worth noting that allowing someone else to fire members of staff is also extremely unethical. If the decision has been made, it should be the employer directly responsible for said staff members that informs them of their dismissal, no one else.
Staff dismissal should also be done face-to-face rather than via telephone or email, it is a simple display of respect that shows the employer is willing to take responsibility for their decision. Also, ending on a low note can also damage the reputation of the employer as well as the relationship between them and the member of staff being let go. Thanking outgoing employees for their time is a good way of showing respect, after all, at this point it is unknown what position this person could be in in the future that may have a direct effect on the employer.
In summary, staff dismissal should be approached carefully and with a significant amount of forethought with regards to best practices. Luckily, there is IT software out their designed to help with tracking appraisals and reviews that can be a huge help in keeping track of staff performance and providing the necessary data for adequate insight. Human Capital Management (HCM) software systems such as Workday and SAP SuccessFactors can provide invaluable help for feeding back to individuals, these can also, therefore, assist in avoiding unfair dismissal claims altogether and are well worth a look.
Resource On Demand (ROD) is Europe’s first specialist Salesforce Recruitment Agency. They were founded in 2007 and are highly respected across the entire Salesforce ecosystem. Their specialist areas of recruitment include; Salesforce (SFDC); digital marketing and marketing automation technologies, which include Eloqua, Marketo, ExactTarget and Pardot; Human Capital Management (HCM) technologies such as Workday and SAP HCM and SuccessFactors. For more information contact ROD on firstname.lastname@example.org or on 020 8123 7769.