Ten Tips on Terminating the Stress of Restaurant Employee Termination

Document less than professional performance. The right people are essential to grow and expand a business. Unfortunately, some employees reach a performance plateau and no longer work as team players. But before you can hire a replacement for the position, you'll need to face the reality of terminating non-performing employees.

Employee termination is a miserable experience even the worst boss in the world doesn't enjoy. Even those who are not directly affected with the loss of a fellow team mate suffer- as they often think they may be next, their time has come, or worse, the whole ship may be slowly sinking, or they feel they have to pick up the workload of the terminated individual.

The art of termination is a talent that eludes many restaurant owners and operators. I am awful at it: A complete failure in proper firing methodology. My emotions, my temper, and the hidden demon of revenge often clouded my vision of clear human resources procedure.

I stopped firing people during my first six months of owning a restaurant and always had my wife, Kranston, handle the nasty job of letting people go. Even when we had managers and General Managers, Kranston usually sat in on the termination process. It made life easier…for me.

I learned through many years of business the right way and wrong way to terminate employees. This doesn't mean that I ever personally adhered to the procedures. It certainly does mean, however, that I learned my limitations and stayed clear of the exit interview room.

Here are Ten Tips on terminating an employee that may make it easier for everyone involved.

1). Employee manuals are one of the most important tools used for termination. A good employee manual outlines corporate policies, expectations, rules, regulations and company standards. It should be to the point, easy to read, and not to complicated. It should also be given to employees for their review before they begin their first minute of work. They should sign a document stating they received it and read it.

2). Job descriptions are the second best tools used for termination They outline- in specific terms- what is expected of a new employee. They also specifically detail the positions responsibilities. Have the new employee sign a document they reviewed and agree to the job description.

3). Make sure that nobody in a management position discusses any employees poor performance with any other employee, except other managers in a management capacity. Since gossip has become an everyday function in modern day life, it often is easy to discuss one's inefficiencies with other employees. Don't. Discussions outside of management lead to lawsuits.

4). Document employee performance. Schedule regular performance reviews and make sure the employee has an opportunity to read their reviews and discuss them with their immediate supervisor.

5). Do not ever hire an employee's replacement before you terminate them. Mixing oil and water is impossible. This holds true for new employees and soon to be terminated employees. The future ex-employee will usually always taint th attitude of the new hire

6). If an employee is having a problem discuss it the problem with them. Make them aware they are not performing up to company standards. Attempt to get to the root of the problem.

7). Always have two managers involved in any termination process. One leads the meeting. The second is a witness.

8). Have the employee's last check prepared before the meeting begins. Once the meeting begins, keep it short and focused.

9). Make the exit interview a standard operating procedure. Allow the terminated employee to vent – for a minute -before the interview ends.

10). Make sure the employee is not permitted back into the employee areas without a supervisor present. This prohibits anyone from deleting software, documents, or files.

Remember, you can't hire before you fire. Following these simple steps will make the termination process much easier and open a door for finding