Dismissing an employee in a correct way, is that possible?
- Amber Kuipers
- Background
- 26 September 2024
- 2 min
- Managing and growing
- Staff
When your business is growing or shrinking, sometimes you have to make tough choices. Like firing an employee. This can have unpleasant consequences if you do not handle it properly. Think of reputation damage, unrest among your other employees, or legal consequences. The approach of Faizal Siddiqui, founder of CruiseOnline.com Group BV, shows that this can also lead to a positive outcome. He shares his experience and tips.
CruiseOnline.com and sister brand CruiseReizen.nl sell cruise vacations. The company came in third at the 2024 Great Place To Work awards. Many of the 60 employees have worked there for more than 5 years.
Dismissal not immediately negative
Siddiqui does not necessarily see dismissal as negative. “An employee we have to say goodbye to is not a bad employee. It's actually just like dating. Sometimes there is no longer a click between the two parties. For example, with the core values of your company. Then you notice that both employee and employer are no longer happy.” Siddiqui sees dismissal rather as a mismatch. That starting point is the basis for a good dismissal conversation. But before you have that conversation, you need to prepare.
Think about the effect of a dismissal interview on someone's life and be respectful.
Preparation
Preparing for a neat dismissal process starts with employment contracts, performance reviews and a personnel file. “Contracts are there 'when the shit hits the fan,'” Siddiqui quips. He means that with a good employment contract, you avoid problems later on. For that reason, he always has his employment contracts checked by a lawyer. Not only on dismissal conditions but also whether the contract complies with the collective labour agreement (CAO), for example. The guidelines of a CAO can change. Just like legislation on personnel matters. He also enlists expert advice on transition payments.
Mention in a performance review that your employee is underperforming and record the review in a personnel file. Also study the costs of dismissal. Are your records in order and are you sure you can fire someone? Only then conduct the dismissal interview with your employee. Think of this as a final step. Often there are still many steps you can take to avoid dismissal.
Organise your human resources well
The larger your company, the more staff you have. This makes your personnel matters more complicated. So organise your human resources well. So that you lose as little time as possible. And you will not be confronted with any nasty surprises. What else do you need to think about? Follow the KVK Groeiprogramma (Growth Program, in Dutch) for inspiration and tips.
The dismissal interview
The dismissal interview is a defining moment. “Think about its effect on someone's life and be respectful. Because the person will never forget that conversation,” advises Siddiqui. “Be honest and direct.” Siddiqui immediately begins a dismissal interview with: 'unfortunately we have to say goodbye to each other'. Important here is that you also mention your employee's qualities and achievements and their value to the company. This is how you show respect to your employee.
“Then explain why you are making the choice. And why this is the better step for both parties for the future. Also indicate that you will be there for the employee if needed.” For example, share a suitable vacancy from another company, or write a letter of recommendation. “The termination interview should never come as a surprise. If it does, then you haven't communicated adequately to the employee during employment.”
Communication to other employees
Finally, it is important to carefully communicate the dismissal to the rest of the team. “Treat someone the way you want to be treated yourself,” advises Siddiqui. So he first asks his employee, “How do you want your dismissal communicated? If the employee wants to tell the team himself, he assists the employee and mentions his qualities and achievements. The word “dismissal” is not mentioned at this point. Siddiqui prefers to talk about a farewell or departure.
Faizal Siddiqui
Founder CruiseOnline.com Group BV
Faizal Siddiqui has been an entrepreneur since the age of 18 and has several businesses behind his name. As a mentor at NLgroeit, he provides entrepreneurs with advice on marketing, leadership, and e-commerce.
In 2017, his CruiseOnline.com Group BV won an FD Golden Gazelle award for the fastest growing business.
- Rotterdam
- 2013
- 60
Always be honest, respectful, and transparent.