DEAR HARRIETTE: I work at a small stone company. Recently, I've been noticing my receptionist has been slacking. She forgets appointments, doesn't answer every phone call and doesn't forward emails or calls. I know it is time to fire her, but I've never had to do this. I've held my position for only a year, and I don't know what to do. I read online that you can either tell the employee a white lie to make it easier or just be completely honest while firing someone. Should I let her down easy or tell her the truth? I don't want her to resent me forever. -- You're Fired, Memphis, Tennessee
DEAR YOU'RE FIRED: I think you have skipped a step. Before firing your receptionist, you must talk to her. Point out that you have noticed a change in her behavior. Provide the list of incidents that have caused you concern. Ask her what is going on with her.
When people's behavior changes significantly, it is often an indication of personal challenges or conflicts. Ask your receptionist what she thinks is causing her to slip up on the job. Follow up with asking her whether she wants to keep her job. If the answer is yes, give her a 30 to 90-day probationary period with a list of expectations that she is to meet in order to keep her job. After the probationary time, if she has not improved, then you can fire her.
As far as truth-telling goes, I always believe you should tell an employee the truth so that the person can learn. By offering to support her through this period, you also guard against some negative feelings, although that cannot be your goal as a boss.