I wonder if OP is my boss! Wouldn't it be better for the employee to know now and maybe start to clean up their office/cubicle while the office is still empty? Imagine having to do the walk of shame outside the building when everyone is back from vacation. For all you know she might also be tired of the job and might offer to resign immediately and quietly. If the person is one vacation now, this is a good time for them to start applying for jobs.

^^ Not to protect against violence, but it's also good practice to have a witness present. Like another Sr. staffer if possible?

It is not a lay- off, it is a termination. You lay- off people when you have not work for them for a period of time but intend to rehire them back when work becomes available. Managers have started calling terminations lay-offs to make themselves feel better.

There really is no good way to terminate someone. You are taking away their livelihood, so they are going to be upset.

In my experience, Monday or Tuesday are best and morning is better than the end of the day. As a prior poster noted, it gives the person an opportunity to make some plans while your HR office, the unemployment office, etc. are open.

Each situation is different. i have had to have someone escort the person back to their desk and out of the building and I have let people stay on for up to 4 weeks to use office resources (phone, copy machine, printer, etc.) so they can begin a job search.

In your case: 1. Expect the person to want to know why she does not have the skill set/experience for the position that is replacing her position; and 2. Expect she will want to know why you are not even willing to let her try to fulfill the duties of the new position. Since she is not being terminated poor performance, any calls you, the CEO, other managers can make to help her find a job will go a long way. I am assuming you work at a small organization, otherwise I would not suggest the CEO's involvement. The more severance and help you provide the smoother the transition.

But if things look like they are going south, that she seems really upset or unusually calm, be prepared to take steps to protect the other employees. This could include not permitting her back onto company property unless she makes arrangements first (and you will want to provide her with a letter to that effect, in case you need to call the police to remove her) or even contacting the police if she a danger to herself or others.

Do you have an HR dept? They should be giving you the guidance on how to do this. If not, at least consult with your company's attorney before doing anything.

Since it is a lay off, get her a few months severance and then what other people mentioned. That will give her some time to get things in the works even with hiring being super slow in Jan (and maybe Feb).

It is nice of you to give this thought.

I also disagree about #2. If you lay her off at the end of the day, you have no time to communicate what happened to the other people on staff. You also potentially have her walking out (maybe angry, maybe upset/crying) at the same time as coworkers are leaving for the day -- which puts everyone in an awkward position. Do it mid-morning so she can leave alone and then quickly and clearly communicate the essential information to colleagues who need to know.

Anonymous wrote:1. Write her a letter of reference if your company allows it. If they don't, tell her to feel free to use you as a reference.

2. Lay her off at the end of a work day, not at the beginning and not in the middle of the day. If she has a lot of personal stuff at her desk, offer her a bag or box.

3. Do NOT lay her off on a Monday. End of week is better.

4. Have her final check ready. This includes cashing out sick days or vacation days or whatever.

5. Have a list of things you need to get back from her, and get them back. Key card, company ID, passwords to her computer, whatever.

Do not agree with #3 at all, and research will prove that. It helps to allow a person to digest their feelings over a few weekdays than a weekend.

#4, depends on the organization, some places use other companies for payroll and it would be near impossible to have a final check ready.

I kid you not, the Tony Soprano and Godfather movies are reality based advice on how to let someone go so they don't become a problem for you in the future.

If you're such a wuss that you want to soften the blow, tell her you'll quit and she can have your job. Which she can probably do at least as well as you.

1. Write her a letter of reference if your company allows it. If they don't, tell her to feel free to use you as a reference.

2. Lay her off at the end of a work day, not at the beginning and not in the middle of the day. If she has a lot of personal stuff at her desk, offer her a bag or box.

3. Do NOT lay her off on a Monday. End of week is better.

4. Have her final check ready. This includes cashing out sick days or vacation days or whatever.

5. Have a list of things you need to get back from her, and get them back. Key card, company ID, passwords to her computer, whatever.

I have an associate who has been a part of my department for two years. Recently the company needs have changed and we're requiring someone more senior to implement a few strategic projects we're planning for 2016. Just as an FYI, although I manage her, I am not performing the same functions she is. She is great as a coordinator as long as she is being tasked, but would not be able to perform the tasks our CEO wants to implement. So I have to lay her off and open up a requisition for someone more senior. What is the best way to handle this seamlessly? I've had issues with her performance in the past so I'm not too bummed about the change, but do like her as a person and want her to succeed professionally in her career. My plan right now is to wait until after the holidays. Any advice from others who have been in a similar situation?