“I’ve had an employee, Sue, working with me for about 6 years now in an operational position. My company has changed over the years and we’ve had to adapt to lower revenues and different business needs. I changed Sue’s duties a couple of months ago to be a combination of sales and operations. Even though Sue did sales occasionally before, she doesn’t like having sales as half her job now and she’s not doing a good job. I don’t have any other positions to move her into and I’d like to hire a person to replace her in this combo position because I really need the sales help. How can I make this change and what on earth do I tell her?”
My HR survival tip
First, give yourself a break. When things changed and the company had fewer operational needs, you tried to fill her time with sales. It’s just unfortunate that sales are not her forte.
Since Sue’s been with you for several years, it would be nice to give her as much notice as you can if that’s an affordable option. However, length of notice also depends on her attitude. For example, if you were planning to give her two weeks’ notice, be prepared to just pay out that time rather than have her work it if you have any concerns about having her in the workplace after you’ve given her notice.
The message is simply that you wanted to keep her working but this combo position was the only thing you had that might fit her skills. You’re sorry but it doesn’t seem to be a good fit for either of you. Therefore, you must let her go and find someone who is better suited to this position.
It never helps to tear someone down when you’re already terminating them. Be kind and try not to go into too many details. The decision’s been made so don’t make her believe the outcome is up for negotiation with too much discussion about her performance or your decision.
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