Here's what you should do when terminating a pregnant employee. But knowing how to terminate someone properly is important to the future success of the business. In addition, most of your top performers will take a package because they can easily get jobs outside your company. As a entrepreneur, you have to remain objective as you collect information in the exit interview, and can't get defensive at the statements made by the employee. But don't forget to inform them of the employee's separation. In this case, you should clearly state this transfer to an undesirable location or assignment is voluntary. If a jobholder is underperforming in key areas, then the best maneuver is to bring someone in with the proper skills and expertise.

If the problems do not improve, sacking the employee may be your only choice. If you are a small company owner, you might be the only supervisor. Not only must you document the problems you have had with the jobholder, but you also must prove that you effectively communicated your expectations to them. It helps you confront the employee's bad behavior head on. For whatever reason, a difficult worker is not producing the quantity or quality of work they should to remain a part of the organization. In Chapters 2 and 3, you get a listing of reasons for firing or laying off a worker. You give out a worker warning in hopes of rehabilitating the underperforming worker. If the problem is due to personal family difficulties, you might advise the worker to seek outside counseling and give them the opportunity to upgrade their work.