When the appropriate coaching sessions don’t bring positive results and standards remain unmet, or when an employee must be discharged for non-performance-related reasons, it is tough to find the words. In the case of a performance-related termination of employment (note: not termination of the employee!), if we’ve done our jobs, they already know. Make employment severance as quick and clean as possible, and preserve as much of the employee’s dignity as you can. The conversation will have three parts:
2. Brief explanation
I am sorry it has come to this.
I suspect you know what this meeting is about.