Once you've prepared, you now lay off the worker. You may be angry or upset over this worker's actions that have lead to the lay off, and rightly so. You have to deal with the disgruntled worker quickly and decisively. Step 1: Educate yourself about layoff procedures and options. Plus, you will protect yourself and your business against any lawsuits the separated employee may bring on you. When the worker can think of himself or herself as being "sacked" as opposed to being abruptly "laid off," the workforce negative feelings toward the boss don't linger and the performance of their remaining coworkers does not suffer. Specifically, it shows you spoke with the difficult worker before deciding on a warning to find any mitigating causes. This article explains what a good separation notice should include.

Writing a separation letter is a most important step in the fair and respectful termination of a worker. Unfortunately, you shouldn't say, "It's not working out," and then walk the dismissed worker to door and hand-over a final paycheck. The personnel person should begin by calculating the rationale for firing the jobholder. While you will need to change it for each termination, a sample memorandum will aid you avoid mistakes and set a professional tone for this important legal document. You must even call up your small company acquaintances and personally refer the employee to the new employer. Sacked workers may also need to sign a nondisclosure agreement and will need to return company property. Tell the worker you're giving this "short-cycle" productivity review to give him a chance to improve and understand your new expectations.