Fired by the company?

The best way to dismiss employees, many times when employees have unforgivable dislocation at work or there are many reasons that make the company unable to continue to hire, they will choose to dismiss employees, and HR is also embarrassed to really dismiss employees. Here are the best ways to fire employees.

1, the best way to dismiss employees is to say that you are a very talented person and it is really unfair to you to work here. You are suitable to work in a place where you can give full play to your talents and bring you better benefits. I hope when we meet again, you will walk up a flight of stairs.

When dismissing employees, we should consider other people's emotions. The more tactfully we talk, the better, but the meaning must be clearly expressed:

1, clearly tell the employee that the company wants him to leave;

2. Tell employees what the company thinks and comments on him;

3. Tell employees what other colleagues think and evaluate him;

4. Tell the employee the reason for letting him leave;

5. Be prepared for any reaction of employees;

6. If possible, help him analyze the gains and losses during his work in the company;

7. Have a good talk with him about compensation (generally, companies will give certain compensation when dismissing employees);

8. Thank the employees for their contribution to the company, and finally shake hands.

HR can help enterprises to establish a legal and effective performance appraisal system and get legal support for dismissing incompetent employees:

1, the performance appraisal system should be formulated in accordance with democratic procedures, and workers should be publicized or informed.

2. The performance appraisal system should design the whole process of performance appraisal, from the initial goal setting to the final performance improvement, requiring openness, fairness, justice and rationality.

3, to clear the legal significance of performance appraisal, don't just issue the corresponding performance appraisal evaluation results. Try to get employees to sign the assessment results.

The best way to dismiss employees is to consider three issues, one is the purpose, the other is the method, and the third is the implementation. Dismissal of employees is the purpose, so the method is euphemistic notice. Under normal circumstances, the personnel department of the unit needs to interview employees.

But dismissing employees involves their own interests. In any case, euphemism ultimately means that employees need to be dismissed, which is meaningless. Therefore, it is not appropriate to inform in a euphemistic way.

The purpose should be to talk about how to get employees fired, minimize opinions on the company and avoid conflicts.

1. We need to know the reasons why employees are fired and analyze the advantages and disadvantages of employees.

2. Tell employees the reasons for being dismissed, and point out the problems directly to employees as far as possible, so that employees can know their own shortcomings.

3. List the legal basis. According to a certain provision of the Labor Contract Law, the unit can dismiss employees. According to the law, should the unit pay economic compensation to employees?

4. Sign the resignation agreement, settle the salary, and the unit will issue a certificate to terminate the labor relationship. You can negotiate with employees to change the certificate of termination of labor relations from dismissal to resignation through consultation. Avoid affecting employees in the future.

According to Article 39 of the Labor Contract Law, the employer may terminate the labor contract under any of the following circumstances:

(a) during the probation period, it is proved that it does not meet the employment conditions;

(two) a serious violation of the rules and regulations of the employer;

(three) serious dereliction of duty, corruption, causing great damage to the employer;

(4) The laborer establishes labor relations with other employers at the same time, which has a serious impact on the completion of the work tasks of the unit, or the employer refuses to correct it;

(5) The labor contract is invalid due to the circumstances specified in Item 1 of Paragraph 1 of Article 26 of this Law;

(6) Being investigated for criminal responsibility according to law.

Article 46 Under any of the following circumstances, the employing unit shall pay economic compensation to the workers:

(1) The laborer terminates the labor contract in accordance with the provisions of Article 38 of this Law;

(2) The employing unit proposes to terminate the labor contract with the laborer in accordance with the provisions of Article 36 of this Law, and the labor contract is terminated through consultation with the laborer;

(3) The employer terminates the labor contract in accordance with the provisions of Article 40 of this Law;

(4) The employer terminates the labor contract in accordance with the provisions of the first paragraph of Article 41 of this Law;

(5) Terminating a fixed-term labor contract in accordance with the provisions of the first paragraph of Article 44 of this Law, except that the employer maintains or improves the conditions stipulated in the labor contract to renew the labor contract and the employee does not agree to renew it;

(6) The labor contract is terminated in accordance with the provisions of Item 4 and Item 5 of Article 44 of this Law;

(seven) other circumstances stipulated by laws and administrative regulations.

Forty-seventh economic compensation shall be paid according to the standard of one month's salary for each full year of work in the unit. For more than six months but less than one year, it shall be counted as one year; If it is less than six months, economic compensation of half a month's salary shall be paid to the workers.

If the monthly salary of workers is three times higher than the average monthly salary of local workers announced by the people's government of the municipality directly under the central government or the city divided into districts where the employer is located, the standard for paying economic compensation to workers is three times the average monthly salary of workers, and the longest period for paying economic compensation to workers shall not exceed 12 years.

The monthly salary mentioned in this article refers to the average salary of workers in the twelve months before the dissolution or termination of the labor contract.

The best way to dismiss employees is 3 1. Find a relatively private negotiation room to avoid being disturbed or heard by the outside world and affecting the image of employees. Don't be so serious at first, talk about things at home properly, or ask him how his work and life are recently, and if there are any difficulties. ...

2. Express the facts. After talking about recent life events, you should take the lead in talking to employees about work. Judging from the performance of the month, you showed a certain lack of working ability (don't be extreme in language, draw conclusions from facts, and basically those employees who are still on probation will know that they are hopeless when they hear these words.

Generally, after explaining the problem, many people will add some encouraging words at the back, hoping that your next performance can be improved and so on.

3. Inform the purpose. Considering your work performance and company requirements, we will decide to dismiss you. HR tone should be firm, after all, it is an unchangeable fact.

4. Warm ending. We are sorry to make this decision, but we must make this decision. If you need any help after leaving your job, please let me know and I'll do my best.