Many entrepreneurs who have recently opened their own business admit that they did not dare for the first dismissal for a long time. They consider this procedure to be very painful for themselves, for the dismissed, and for those employees who remain in the company.

Some managers directly declare their decision only if the subordinate is convicted of drunkenness or theft. In other cases, he uses his own development, which requires more time, but less offensive for the dismissed, - the "extrusion method".

A new business, as a rule, is organized on the basis of a family-friendly principle, where the owner’s trust in employees is important. But with the development of the company inevitably comes to the conclusion that the professionalism of the staff is no less important than loyalty. It turns out that many of those with whom the entrepreneur built a business, as specialists do not success.

In such cases, decisive and tough action is hindered by the informal communication style inherent in young and small organizations. How to fire the person who worked with you from the very beginning, “not for money, but for the idea”. During the formation of the business, each employee willy-nilly becomes a partner, so the process of dismissing an unwanted employee is often delayed; the manager hopes that he will change. However, these are just “excuses” from the serious decision.

However, the main thing is to start. If the first dismissal has benefited the case, then this step is much easier. For example, you see that an employee has repeatedly made mistakes, but all the times he says that colleagues and clients are guilty. You do not dare to immediately dismiss him, but after a series of criticisms, this will be easy to do. Perhaps after that you will start to notice that there is a whole group of people who also have a detrimental effect on business. Their dismissal will not cause so many emotions.

Some people can overcome the psychological barrier by the “extrusion method”, which forces the employee to have conflict and put a resignation letter on the table. For example, let’s say, one of five employees from the department needs to be fired, new software is bought and downloaded on four computers, with the exception of the “victim” computer. Or it is rumored that everyone in the department receives 20-50% more than an unwanted employee. As a result, the “victim”, as a rule, comes to the director and asks to increase the salary, referring to colleagues. He himself leads the situation into conflict, after which the employee, as a rule, resigns himself.

Another way of “gradual” dismissal is to give the employee tasks impossible to do, and then get angry for the employee’s failure. Some employers do not hesitate to use such system, referring to the fact that this is a business, not a personal relationship, in that way their concern is shown for other employees work in a favorable environment.

Still, such tricks are not always appropriate. After the first dismissals, one comes to the realization that the most correct way is to fire an employee in a good way. The main thing is to make a person understand that dismissal is not a tragedy, but only the completion of one stage in a career and the beginning of the next. And if the employee may have problems finding a job, it is better to warn him about the upcoming dismissal in advance.

During this difficult conversation, experienced employers advise dispensing with criticism and emphasize that the company was more likely not suitable for him than he was. We must take responsibility: say, for example, that the directors failed to motivate the person. Such move will positively affect other employees; relieve tension that inevitably arises in a small team after any dismissal.

When considering downsizing the company personnel, we would recommend referring to our Outplacement service described at our website on the page "For Companies".