Firing someone is difficult on several levels. "Have I done the right thing?" many bosses wonder. Some are also nervous about the procedures. Others fear making a mistake that will cause aggravation and expense. It's better to err on the side of caution with something as important as terminating an employee. But once you have made the decision to terminate someone and you have documented evidence to support your decision, it's time to act.
First, consult one last time with human resources or your company lawyer. What comes next is a highly choreographed sequence of specific procedures determined by your human resources and legal departments that will terminate the difficult person's employment with your firm. It's critical that you follow the steps in the proper sequence. This accomplishes several goals, one of which is to protect you and your employer from the threat of litigation. You will also be allowing your soon-to-be-ex-employee to make a gracious and dignified exit.
Remember, there are few more stressful events in life than the loss of a job. Do get advice from your boss or from human resources about the finer points of the termination session and have all the details at your fingertips before you begin. Allow time between making the decision and telling the employee. It may take time to requisition and receive employee's last check, for instance. You want to have check in hand before you tell the employee's she's fired.
Many companies use sophisticated outplacement services that help terminated or laid-off employees find new work. If outplacement is possible through your company, discuss it with human resources as you plan the termination.