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Documenting their performance is probably key. I don't know about "kindest", but I think this is probably the most professional thing you could do. This way, th
by zdean 16y ago
Documenting their performance is probably key. I don't know about "kindest", but I think this is probably the most professional thing you could do. This way, they have a clear idea of what your expectations were (which you should have communicated at hiring and during reviews) and how they failed to meet those expectations.
I don't know what state you're in, but even in some at-will states, you could be on the hook for wrongful termination...documentation will go a long way in protecting you on this front as well.
- TheCowboy 16y agoThis is a good approach. At the very least, it helps to have been clearly communicating expectations so they're aware that they're not meeting those expectations. Honestly, few are going to disagree based on your description. The way you presented it makes it seem obvious. I think you're more likely trying to overcome personal qualms or guilt about having to take this action, which is perfectly normal and shows you're still human, when you already have your decision made. It sucks, but it may be necessary. You can present it as a choice: they have to want to work harder and longer or your organization may not have been what they were looking for---that it isn't their optimal fit.