Letting an employee go is one of the hardest parts of running your own private practice. It’s never easy, and it can feel uncomfortable, stressful, and even a bit nerve-wracking.
But sometimes, it’s necessary to ensure the well-being of your team and the success of your practice. Whether you’re facing this situation for the first time or just need a refresher, this guide will help you approach the process with care, professionalism, and a human touch.
After all, handling it the right way can make all the difference—for you, your practice, and even the employee.
Confirm Your Decision
Before proceeding with termination, make sure all possible alternatives have been exhausted. Have you provided feedback or coaching? Has additional training been offered? If despite these efforts there’s no improvement in performance, termination might be justified.
Document every step—performance evaluations, warnings, and attempts to resolve the issues. This documentation is not only a legal safeguard but also clarifies the situation if questioned.
Plan the Meeting
Do not enter a termination meeting unprepared. Plan your conversation carefully—what you will say and how you will say it. Keep your message clear and straightforward. Begin with a statement like, “We regret to inform you that your employment with us has come to an end.” Avoid lengthy explanations; being direct, yet respectful, is often the kindest approach.
Choose a Respectful Setting
The environment of the meeting plays a crucial role. Opt for a private, neutral setting to ensure the employee feels respected and not humiliated. If feasible, include a practice manager or HR professional as a witness. This presence helps avoid misunderstandings and provides support during the meeting.
Anticipate Their Reaction
Employees may respond with surprise, anger, disappointment, or even relief. Be ready for any emotional outcome and maintain a calm, professional demeanor. Listen empathetically but resist engaging in arguments. Stick to the facts and refer back to your documentation if specific questions arise.
Manage the Practicalities
After the conversation, it’s important to go over the logistics carefully. Make sure to collect any company property, clarify the final paycheck and how it will be paid, and outline how responsibilities will be handed over. Don’t forget to share info about benefits like COBRA, and let them know you’re available to answer any questions about what comes next.
Communicate with Your Team
After the termination, it’s important to let your team know. Be open but keep it discreet. Recognize the departure and reassure everyone about your commitment to the team’s future. This helps keep trust and morale high in your practice.
Reflect and Improve
Terminations, though tough, offer learning opportunities. Reflect on what led to this point and explore how similar situations can be avoided in the future. Consider refining your hiring practices, enhancing employee training, or setting clearer expectations.
Use these insights to reinforce your practice and cultivate a positive work environment for your remaining team.
Conclusion
While terminating an employee is never easy, it’s occasionally a necessary part of running a private practice. By managing the process with empathy, professionalism, and strategic planning, you ease stress and safeguard your practice’s integrity. The ultimate aim is not merely concluding an employment relationship, but ensuring your practice continues to thrive together.
