I hope you now see that dismissing a problem employee while not "fun" is the only recourse you have when you want to improve results and esprit de corps. If you have a Hr department, make sure you involve them well before the layoff meeting. After you have given her 3 warnings for her bad disposition, you can sack her. Action that is too forgiving will send the message that you'll tolerate insubordination can lead to trouble down the road as other employees push to find your limits. If it's based on the work performance of the person's entire organization that you are laying off — then say those. Employee hygiene is important to any business, but to those that serve or prepare food and or that work with people it is crucial. An angry worker leads to a costly suit. A high risk termination is where the jobholder is probably to sue and you have inadequate documentation. Get approval from superiors for additions and changes to the jobholder's package. For whatever reason, a disgruntled individual is not producing the quantity or quality of work they must to remain a part of the department. And you want to be kind to him due to the likely hardship on his family, years of loyal service or difficulty of finding another job. It could help you tell them in a straightforward way.

Employees are rarely subject to an immediate sacking for performance issues. If you don't have enough documentation or properly recorded papers, you can not build a strong case to back up your termination decision. Document this discussion and have the worker sign paperwork proving you addressed the matter and that he or she is aware of the outcomes.