Reply to advice about letting a new employee go (during review period)

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[quote=Anonymous][quote=Anonymous]Yes, it is poor management t to fire her without giving her warnings and further training.[/quote]
I disagree if the reason the employee is doing poorly is because she lacks the basic skills for the job.  It is one thing to give warnings and extra training to help a person get up to speed on how we do things at organization x, but it is not a manager's job to teach the basic skill set needed for the job.  OP, if you are in the DC area and have not given this person an employment contract, then the employee is an "at-will" employee.  This means the employee can be fired at your will (for non-discriminatory reasons) at any time.  I mention this because too often I have had clients feel pressure to fire someone during the 3 month trial period because they thought they would be out of options after that period of time.  If you think this employee can turn it around, it is to your benefit to try and coach her to success.  If she just lacks the skills needed for the job, cut your loses.

If you decide to fire her, the termination meeting should not be a discussion.  You are there to inform her of a decision that has been made.  It is not a review session.  The decision has been made.  I guarantee you that there is nothing you can say to convince a person that they are being fairly terminated if the person thinks they are doing well or can improve.
If you have any belief that the employee can improve, coach her now.  But once the decision to terminate has been made, there should be no discussion about what she could do better.[/quote]

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