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Firing a intimidating employee

That said, when it does come time to part ways with an employee, I’ve come to rely on a few key steps to make the process a little less intimidating.

If you’re faced with letting someone on your team go, read on for what you need to know.

Many managers hesitate to do this out of the fear of micro-managing, but the truth is, when you have regular dialogue, you create an atmosphere of trust and respect where conversations about setbacks can also emphasize learning and growth.For 14 years, Tye has helped both for-profit and non-profit organizations recruit, hire, train, engage, retain and develop top quality professionals.He earned his Bachelor of Arts in Political Science at The University of Montana and holds the HR Certification Institute’s Senior Professional in Human Resources (SPHR) designation.And don’t involve security staff unless it’s your organization’s standard practice or if you have a valid safety concern.Finally, thank your former employee for the positive contributions she’s made (but only if you really mean it).This way, the approach will feel less like a personal attack and more like a commitment to her professional development.In other words, help her identify her professional blind-spots, and suggest steps she can take to improve.So, sit down with your employee and give feedback on her performance.Be sure to frame setbacks in the context of how they disrupt the organization, the team, and her own goals for success.During the meeting, explain to your employee, step by step, why she is being let go, and remind her of prior communications that threatened discharge.You need to stay collected and on-point, but you can allow her to emotionally vent if needed (having a box of tissues nearby isn’t a bad idea—just don’t place it front and center).


  1. Aug 21, 2017. Yet some of those laws leave still companies wading into uncertain territory when deciding whether to fire an employee based on controversial beliefs. and your current employees feel harassed or intimidated or unsafe in their work environment,” many companies will feel compelled to take action.

  2. Jan 10, 2018. Questions help us grow. They give us new perspective. Maybe you are a bit intimidated by Francesca's feedback. If you told me that Francesca cursed you and threatened you physically then we would be having a different conversation. You don't fire somebody just because they don't bow down to you.

  3. Anti-discrimination and harassment laws protect employees from being treated negatively in hiring/firing/layoff decisions, pay practices, promotional and job assignment. Conduct and speech typically considered “hostile” is intimidating, offensive, abusive and/or otherwise offensive, going beyond rudeness or casual joking.

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