You must do this before sitting down with the worker. Often, difficult employees realize that you are starting to build a case against them and they know that they will soon be on the chopping block if their performance doesn't improve. Lay off is so much easier and smoothly when you have some much-needed facts that can assist you with delivery of the reprimand notice all the way through dimissing the employee. No matter how frustrated you're or how serious the infraction, don't separate somebody right away.

We know executives are different from rank-in-file workers, and they need to be treated differently during the lay off program. Problems Can Arise When You Separate Workers. Sure they may have an idea what it is about, but that also takes less of the stress away from telling them the bad news. You shouldn't lay off an employee right away for lackluster performance. Inform the jobholder you're giving this "short-cycle" performance review to give him a chance to increase and understand your new directives. Group Spirit And Productivity Drops Dramatically. The only exception is when the worker has a legitimate reason for the gross misbehavior. o A copy of the jobholder's employees file. This papers is the inquest report. You must do this in a series of meetings. This chapter covers how to treat your difficult employee fairly, honestly and with dignity as you layoff his employment. o Talks with former workforce about the severance packages they received.