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[Music] pink slip panic 10 tips for D hiring managers buy carry 5 coke Campbell there are two things that are pretty certain in the job world the first is that no one likes to be fired in the second is that no one likes to do firing however there are times when you may have to let one of your managers go it's almost inevitable according to a report released by careerbuilder.com last year seventy four percent of employers said they'd hired the wrong person for a position at least once the same report cited sixty-six percent of employees reported being hired for a position all and realized they were a bad fit once they got the job the careerbuilder.com report says the companies lose an average of fourteen thousand nine hundred dollars on each bad hire sometimes it's costlier to keep them says John George vice-president of operations that pakoda companies in Farmington Hills Michigan it happens when you simply make a mistake when it does happen there are always ways to go through the D hiring process that may make it better for everyone maybe not good but better here are the ten tips on D hiring managers number one hiring and firing go hand-in-hand if you do your due diligence in hiring you can have fewer worries when firing says Carol Mixon Crandall president of skill check in Lodi California who admits that sometimes she's hired as a consultant just to go into facilities and fire the manager I don't like it but there are times the owner just wants the manager out since Mixon Crandall a man Ballard president of America ting training and development services for Universal storage group in Atlanta Georgia agrees the first step is to hire better to avoid having to D hi sis Ballard we now give to aptitude tests and do a background check we hire for attitude and stability we can train them for the job valor knows that hiring people just because they have storage experience can bring people with bad habits so we don't just look at that she says Todd am still president of compass Self Storage in Cleveland Ohio agree is that getting it right in the hiring process is the first step in the D hiring process we'd look for team members who wake up every day and feel like they are blessed to have us this Amstel self storage management is not for everyone and they have to have a passion for what they're doing number two prepare for our D hiring when doing the hiring my philosophy is in the D hiring is to plan for it when you do the hiring since Scott Zucker partner at Weissman Zucker use dirt and Warnock and Garber PC in Atlanta Georgia it's like preparing for the divorce when you marry psycho recommends having a signed employee agreement that spells out the responsibilities and addresses the rights of the terms the agreement should also stay the employment is at will of the employer the agreement should also address that it happens to benefit if the person is d hired or quits for facilities with resident managers it should also spell out how long the employee has to vacate the premises number three do it in private George recommends doing it in closed-door office or in a conference room and still concurs it should be done in a private setting void of any disruption so Sam still the old age praise in public and criticized and private applies here you should also plan on people being upset experts very uncommon to witness if your company is big enough for an HR department you should have HR sitting silently on the meeting sucker always recommends having a witness in the room to record what is said which is particularly helpful if the ex employee files a complaint with the EEOC pick a time experts debate on whether there's a good time to D hi George says he does it at the end of the day in order to avoid creating the employee through the office a lot of people don't think November through December is a good time because the holiday says George it is actually a good time as when the type of thing happens people tend to reach out to family and friends for emotional comfort encouragement and most people can get that through the holidays number five be respectful and professional you're dealing with someone's livelihood says Ballard and you were the one who hired them acknowledged they have worked for you and realizes this may come as a shock but tell them they're just not a great fit for the position number six be honest they can tell when your biessings is ballard either tell them they aren't the fit for the direction your company is going or if they violate a company policy state the company policy and move on Ballard states that it is helpful if you have a company handbook to point out the policy and the fact that violation of the policy has grounds for immediate termination they should also have cited acknowledgement page in the handbook when they were hired numbers have been making an emotional no matter what you think of the employee try to leave your emotions out of it try not to make it personal says Mixon Crandall you really shouldn't even have to tell them why you desiring them because you have had so many talks about the performance in the past managers who aren't being fired for a company policy violation but rather based on their performance should have had so many conversations with you about that topic that they don't see this is a surprise the answer you want to hear that they saw this coming this is George you did your job because they understand they weren't performing number eight make it quick I like to hire slow and fire fastest mix up credible George knows that shouldn't take more than three minutes to tell them why you're letting them go before moving on to the paperwork and explaining the process of their bonuses giving them their last paycheck collecting keys and talking about move out and days for residential managers number nine have a checklist Nixon Crandall has a special checklist variety of things that need to be done with the employee these include collecting the keys and our codes credit cards equipment checking all bank deposits and petty cash getting a signed rental agreement for all storage areas they are using etc number ten send them off with encouragement and assistance if the employee is not being D hired for something egregious such as stealing George that suggests helping the employ folks in the future end it on a good note says George tell them someday you're going to run into each other and they will probably thank you for helping them move on to something where they were happier it doesn't have to end badly he's just thanking them for their service to your company if the manager lives on site because of Crandall proposes giving the employee a bonus for each day they are out of the apartment before two weeks and possibly even allowing them to use the facilities moving truck these are the people who typically don't have a lot of means and they weren't planning on moving says Mixon Crandall this helps take the emotion out of it and helps them on their way [Music] you