I know this is the dreaded task that we all hate. No matter how much a person may deserve it and no matter how high of a driver you are, this is not a fun job.
Also, it should be undertaken with careful thought and preparation, it is best not to fire on the spur of the moment or when you are angry.
Even if your team or operation is small, you want to handle firing in a highly professional manner. Take the high road, be concise and courteous, there is no reason to re-hash old frustrations.
Remember, it is not a debate; you have made your decision!
You could think of firing like ripping off a Band-Aid, make it quick and clean.
I suggest having some documentation in their file, to have for back up if they dispute and any claims.
The following are simply a few common sense tips. To be certain you handle it by the book based on the laws in your state, you may want to contact an attorney for assistance.
The hiring and firing process is an area where you may have little experience and skill, and we advise you to seek the help of an attorney, an HR service or any other company resources that are available to you to be sure you handle everything properly. Please note that when reaching out to the attorney be certain to let them know if you are firing an independent contractor or an employee because the rules will be different for each. These suggestions in no way are meant to give legal advice or set policy for your firing process.
Author Bio: Debbie De Grote
Debbie is not only considered to be one of the most experienced and most in-demand real estate coaches in North America she also has a track record as being an outstanding top selling real estate salesperson. Debbie was ranked number 1 in listing and sales for Century 21 in Los Angeles and Orange County, number 3 in the nation and number 10 internationally
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