How to Fire a Cleaning Employee (Respectfully and Legally)
You started your cleaning business to help people and to make money, not to hurt someone emotionally and financially. Unfortunately, very few owners end their careers without having to fire at least a few employees.
When you must terminate an employee, it's easy to get caught up in your own feelings. It's one of the hardest things any boss must do, but—frankly—it's not about you at all. It's about being respectful to the person who is losing their job and legally protecting your business. Your feelings are a distant third.
When it becomes clear it's time to let someone go, follow these 10 tips to do so in a way that is both respectful and legal.
1. Meet in private, but not alone.
Never fire someone over the phone or via email (or worse, social media). Have the decency to have a face-to-face conversation. It's important to do this where other employees won't overhear, however, you should have a third party present. If you don't have a human resources employee, it can be a manager, a supervisor or even a trusted employee. In a worst-case scenario, this person could later testify that you acted legally and ethically.
2. Focus on them.
Again, no matter how awful this is for you, it's likely far worse for the employee. Even if they know it's coming, they won't enjoy hearing that they're losing their livelihood. Resist the urge to say anything like, “this is really hard for me." Making it about you is insensitive and hurtful. Wait until after the conversation to process your feelings with someone else.
3. Clear is kind.
Beating around the bush or trying to be too gentle can leave the employee confused why you're talking to them. Likewise, general statements like "we've decided to go in a different direction” may leave them questioning why they were let go. Start the meeting by saying, “I have to let you go.” Then clearly and succinctly state the reasons, offering specific examples and documentation.
4. Stick to facts.
Firing should almost always be a last resort; something that happens only after documenting performance and/or behavior issues. Keeping this an objective decision will help you avoid (or win) an unemployment claim. Don't veer into discussing the employee's personality shortcomings, comparing them to other employees, or otherwise making the firing about subjective or emotional opinions.
5. Be honest.
If you don't like confrontation, you may be tempted to skirt around the truth. If you're not actually downsizing, though, don't claim you are just to make the conversation easier. It opens your business up to potential legal issues, especially if you later hire someone to fill the open slot. It also opens you to paying unemployment, a big price to pay to spare the employee's feelings.
6. Keep it short.
If an employee attempts to argue or change your decision, nip it in the bud. Allowing this to become a protracted discussion or negotiation isn't productive and it could open you to legal problems. Simply listen and let them know nothing they say will change your decision.
7. Don't defer.
Generally, it's best to not ask a supervisor to do the dirty work of firing. If you've authorized an operations manager to handle terminations, however, make sure they're fully empowered. You don't want them to accidentally give an employee false hope by grabbing you if the conversation gets tough.
8. Avoid assumptions.
Keep your emotions in check, even if the employee begins to cry. You can be kind and empathetic, but it's not your job to console them. Don't say things like, “you weren't happy here anyway,” or “you'll probably find a better job soon.” Not only is this dismissive of their very real feelings, it's simply not your place to find their silver lining. They will need to process what has happened in their own time and in their own way.
9. Be humane.
Sadly, it's quite common to have a company policy to immediately escort every terminated employee out of the building. Unless you're firing someone for stealing or another crime, don't treat them like a criminal. State your expectations for their departure, and then allow them to leave gracefully. It's okay to say something like, “I'll give you 15 minutes to gather your belongings.”
10. Don't make promises.
Even if you're feeling sad or guilty, don't make offers you don't intend to fulfill. Rather than saying “if I can do anything for you, let me know,” simply state that you're available if they have questions about benefits, their final paycheck, or other details related to termination. Don't offer to write a letter of recommendation or make connections for them. You wouldn't be letting them go if you actually felt they deserved those things.
Firing isn't fun, but it's a necessary part of running a successful house cleaning business. Don't put off or rush through the process out of fear. A poorly prepared or executed firing could cause you legal troubles. By following these tips, you can fire people in a way that protects their dignity and your business.
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