If a problem appears in your employee behavior it needs to be immediately addressed and corrected. Employee performance can be restored through careful examination of the problem and constructive counseling, coaching, training, or disciplinary action. Employee who keeps under performing or misbehaving needs to be terminated.

Here are some tips:

~Have someone from higher-up management do the termination & leave direct supervisor to handle the rest. It will not be as personal and the direct supervisor will stay on the supportive side

~State the reason of termination and your company policies & procedures that were violated and have everything documented.

~Do not allow terminated worker to hang out with other employees & ruin workplace atmosphere.

~termination should be done at the beginning of the shift or at the end.

~use the least adversarial, embarrassing and disruptive method

~ be firm, fair and authoritative

~have strict ID policy and make sure employee will not be able to access the premises in the future.

~Let everyone know that an employee was fired and disciplinary action was taken

When employee encounters stressful situation he will react cognitively and emotionally based on his predisposing personality, psychopathology, and life experiences.

The more disturbed they are the wider will be the range of reactions. Almost always termination will create projection of blame, violent revenge fantasies;feelings of rejection, betrayal and loss. As these thoughts and emotions continue to percolate, the individual increasingly isolates himself from the input of others and develops a mindset of self-protection and self-justification in which a violent act may be perceived as “the only way out”. As the feelings of blame, perceived injustice and loss externalize they can translate into retaliation. “They won’t get away with it”, “If I go down I will bring them down with me”, “If they can screw me, I can screw them back big-time”. The fantasies usually involve big events that will bring lots of media attention, and the fact that victim’s fact findings or actions taken in retaliation will be “world known”.

1) BORDERLINE PERSONALITY will react immediately and will less likely do long-term vindictive planning. You will know who did it. You can expect drastic mood swings, rage-filled despair, and extremely intense emotional reactions. The hurt from loss of personal attachment will create thirst for vindication and restoration of self-worth that will become all consuming passion & may include destructive or violent acts. They would normally focus on one specific person to take the blame for their mishap.Their actions will be in line with what they know, what family or environment they come from and their past history. People who were deeply hurt or abused are especially dangerous and predisposed to destruction, violence and abuse. They are more likely to have a series of prior offenses for assaults, property damage, disorderly conduct and substance abuse. What is on their mind is how they perceive it and has nothing to do with you. Best advice here is to give them bad news in a nicest way possible, be respectful, firm and encouraging.

2) Workers with ANTISOCIAL PERSONALITY disorder have probably already caused impeccable damage by the time they are terminated. It is not uncommon for them to get violent and use intimidation in getting what they want. Antisocial Personality, also called psychopath, is motivated exclusively by self-interest and have no conscience. They can be ruthless and remorseless: act either strategically or impulsively. Revenge is a powerful motive for these people. Due to the lack of human attachment other people represent nothing more than bargaining chips. They can get angry and violent if caught in the middle of their scam. They will easily manipulate others and intimidate those who don’t take their side. unemotional problem-solving approach that has their interest at heart will be the best way to communicate to them. Never promise them if you can’t deliver.

3) NARCISSISTIC EMPLOYEE TYPE is difficult from the start due to their egoism, sense of entitlement and constant feeling of being under appreciated. If they develop intense personal attachment to their job and get fired, they can resort to aggressive litigation and sometimes violence.

4) PASSIVE-AGGRESSIVE PERSONALITY type is always a victim and there is always someone to blame. They will be an injured party filing a law suit and you will be to blame that they got fired. They are more likely to hurt themselves than others, and file a worker compensation claim, or sexual harassment law suit.

5) DEPENDENT PERSONALITY type employee will be too hesitant to confront or question you in fear of rejection or dislike. They are rarely fired because they constantly ask and need manager’s reassurance in everything they do. They are good workers.

6)AVOIDANT PERSONALITY type is nonthreatening and non-demanding. They seek human empathy and connection. They tend to be very stable and reliable and rarely get fired. They will never break company rules or policies, and if they do its because they got manipulated by more aggressive personality type.

7)AVOIDANT_DEPENDENT EMPLOYEES are not likely to be destructive or violent. They are too shy & socially anxious. However, they can get depressed and feel that their job was their life and they have nothing else to loose. This is dangerous in itself and can cause them to do something destructive just to get even. It rarely happens with this type and when it does its behind closed doors, not confrontational.

8) PARANOID TYPE has a tendency to constantly question reasoning and are masterminds of misinterpretation. They are notorious for filing complaints and law suits but not violence unless its in self-defense.

9) Finally, HISTRIONIC PERSONALITY TYPE employee will most likely get angry and emotional and will make everyone feel the same. However, this type’s mood swings will not last long. At the end of the day they will see a bright side that will make everyone feel good again and they will be admired by others. Due to their enthusiasm, charisma and high productivity they are not likely to even get fired. However, if they don’t keep up with their paperwork, or get involved in affairs at work, or violate rules – it can happen. They do not hold grudges and move on quickly.

It is important to understand personality type of your employees and possible consequences. Not everyone is a “pure” personality type and they can work in combinations. One thing to remember: do not hire wrong people. and if you have to fire them do it with caution, strategically and well documented. How people react depends on their personality and how much vested interest they have in their job. The more it means to them in terms of personal attachment, income, social status, self-fulfillment, self-gratification, the more emotional the process will be. Job stress is always secondary to problems in personal life. most likely employees who are about to get fired are already on the verge of exploding due to chaos in their personal life. They can have a vindictive plan that they can execute impulsively and immediately, or undergo meticulous planning and do it when least expected. In either way their capacity and ability to implement it will depend on what they know,what they have access to, their skills, knowledge, prior experience, and what they have to loose. Future results can always be estimated & foreseen by past performance, behavior and habits..

Source by Julia Teryaeva-Reed

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