Be sure to follow your standardized methods exactly and the dismissal should go as smoothly as possible. Even when it's optional for you, I recommend you pay out a severance. Likewise, you may come up against a worker who becomes verbally abuse, or begins berating you to other workforce. Do not embarrass workforce by having them escorted off the property. 2) How to sack a difficult but hardworking employee.

As a business owner, you have to remain objective as you collect information in the exit interview, and cannot get defensive at the statements made by the worker. First, it helps alleviate any harsh feelings your sacked worker has toward the business. In this case, an exit interview policy will make it far easier for you to let go a jobholder that just isn't working out for you and the business. And that will have a direct impact on the small business. Before you start the termination, you should read the executive's employment contract thoroughly. I call this a negotiated dismissal. In particular, you can't separate an employee because she is pregnant. In short, a great deal of thought and preparation is necessary before you separate workers. And it allows employers to hire as well as layoff workers for any reason - at least as long as you're not violating any other laws in doing so. 4) Making the employee angry during the dismissal.