Have you ever fired someone? What advice do you have?

I have fired people but find it difficult. I would like answers that offer suggestions on how to handle it in the most respectful manner while maintaining professionalism.Have you ever fired someone? What advice do you have?
What I generally do is to invite them in my room and ask them what they think about there performance. Most of the time they come exactly with the short-comings themselves without me having to put them out. In the case the individual is oblivious to there short-comings I will state them in a non-emotional way, trying to focus on his/her professional growth that probably can be better obtained in surroundings other then within our company.





In case of sharp bitter blaming and cursing/shouting what not, I become calmer say less and less only stating ';I hear what you say';, ';Do you really think so';, ';Interesting viewpoint';, ';So you agree that you are not anymore part of our team'; ';so then you probably feel better when you would make a career change'; etc. etc.





And then the real masterpiece ';Let them fire themselves / put them in the Cooler';:





- Cool down your friendly side leading up to your exit talk, most people can't take it to be fired, they rather walk (giving them signals that they are not anymore so welcome and valued as before will psychologically bring them a few steps closer to leaving)Have you ever fired someone? What advice do you have?
No have never fired anyone or been fired. I think it is best to just be direct and truthful.
yes I have fired someone.


the person did not act their age but acted like a spoiled child
explain to them why first, it worked for me. i just told him the truth and told him that i think he's a great guy but as an employee he's lacking in too many areas for me to keep him around any longer. you have to get them on your side first unless of course you really dislike them and you can just say it with ease....Your Fired
The best advice I ever received was ';be firm but compassionate.'; You must deliver a difficult message and you should not couch it in apologies. You must tell the employee honestly why this is happening to him or her. Even though your employee may be ';at-will,'; being honest with him or her is the best policy and it may avoid employment litigation later. At the same time, be compassionate because this decision is going to have a major impact on the employee and his/her family. Think about outplacement counseling for an employee who has not looked a job recently. Do not fire anyone and give them severance pay without first obtaining a legally enforceable written release agreement.
Be honest with them. If it's performance related, provide factual data to show them where they didn't perform. If it is attendance related, provide them with the data that indicates that it has now become a problem and we have to let you go. Try to keep it short and to the point. Don't tell them how you ';feel'; about it, just stick with the facts and you will come off looking like the professional you are which will result in being respectful as well.