Considering Termination: How to Navigate the Difficult Decision

As the owner of a small storage facility with two locations, managing employees can often be a challenging endeavor. Recently, I brought on an assistant manager whose responsibilities include overseeing staff, addressing tenant concerns, managing auctions, and occasionally filling in at the front desk. To clarify our relationship, she signed a 90-day probation agreement, which allows for termination without cause within that time frame.

Now, as we enter week three of her employment—right after her week-long break—I find myself contemplating the difficult decision to let her go before her shift begins. I want to avoid incurring additional costs by paying her for another week.

Identifying Potential Issues

I would appreciate your insights—are these red flags, or should I schedule a discussion with her before making a final decision? Here are the concerns I’ve compiled based on feedback from my team:

• She requested a week off right away for Mardi Gras, stating that her daughter would be visiting and they had planned numerous activities. While I granted her the leave, I was not overly concerned at that moment.

• However, from week one, I’ve received continuous complaints from my other four employees regarding her conduct and work ethic. Some of the specific concerns they’ve expressed include:

• Frequently taking 8 to 10 smoke breaks a day.
• Being constantly on her phone during work hours.
• Closing the office and running the software for end-of-day procedures a full 30 minutes prior to the official closing time, which prevents us from accepting payments at that point.
• Leaving a strong odor of cigarette smoke, which has led to complaints from tenants and a lingering smell in the office long after she’s gone.
• Arriving late consistently, with delays ranging from 30 to 60 minutes.
• Taking extended breaks for personal errands, sometimes lasting 1 to 2 hours.
• A noticeable lack of initiative in her role.

Crafting the Conversation

Given this context, I’m in need of advice not only on whether these issues warrant termination but also on how to communicate the decision effectively. This would be my first time having to let an employee go, and I want to handle it professionally and compassionately.

Points to Consider for the Discussion:

1. Be Direct, Yet Kind: Start the conversation clearly stating your intention to terminate their employment while expressing appreciation for their time with the company.

2. Stick to the Facts: Reference the specific concerns and feedback you’ve received, as it provides a clear and objective basis for your decision.

3. Anticipate Emotions: Understand that this will likely be an emotional moment for both parties. Be prepared for a range of responses.

4. Offer Support: If feasible, suggest possible resources for her next steps, whether it’s job searching or recommendations.

5. Maintain Professionalism: Regardless of her reaction, keep the discussion respectful and focused on the business needs.

Navigating employee relationships can be tricky, but making timely decisions based on performance is critical to maintaining a healthy workplace. In this case, it might be time to prioritize the overall morale and functionality of my team over any hesitations I have about the termination process. Your thoughts and suggestions on this matter would be invaluable!