1.) Start the exit process when it begins to bother you!
2.) Follow a process:
– Check internal and external stakeholders.
– Gather facts
– Document them!
– Check local laws!
3.) You have to have a Job Description in the first place! So you have something tangible to compare it to.
4.) Performance Review! – Share your findings in 1-3 about what that person has not done! Be specific and factual about it.
5.) Performance Improvement Plan (Documented Milestone of how you should improve). This should be 3 months at least. (It’s 9 months for corporate shareholders).
6.) The Actual Firing:
– When? Do it at the end of the day, so there negativity throughout the whole day.
– Who? At least two people. (Witness, same-sex and maturity of the individual being terminated, this checks the emotional outbursts that might occur)
7.) Avoid surprises, avoid speculation, present it, as a matter of fact, no details needed.
Tau11 - My Journey of Lifelong Learning 
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