Employees probably seem like family at your independent community pharmacy. Your tight-knit team may consist of long-term employees, recent pharmacy graduates or even members of your own family. And, working with a smaller team means your coworkers may oftentimes turn into close friends.
One problem that’s not unique to your small business is choosing to let an unproductive worker go. However, having a close-knit group of employees makes the decision to fire someone that much more difficult.
If you’ve noticed a slack in work ethic, found that someone no longer fits with the long-term goals of your pharmacy, or you’re no longer able to afford another full-time employee, you may decide it’s the right time to let someone go.
Follow these five tips to make the dismissal process less difficult for you and your employee, if you’ve made the tough decision to fire a member of your pharmacy staff.
1. Begin with a strategy
When you decide to let a staff member go, it’s critical to plan and practice what you will say before you sit the soon-to-be ex-employee down.
It’s likely you’ll be nervous, but rehearsing what you’ll say beforehand will help ease your anxieties. In addition to creating a script, you’ll want to choose the right time and location to give your employee the bad news. Taking the employee into your back office will give the two of you enough privacy, and other members of staff won’t be able to overhear.
Although receiving the news of getting fired may be tough, taking the time to plan a respectful exit for your employee will be appreciated.
2. Show empathy, but acknowledge what went wrong
Many of your pharmacy’s employees may be long-time associates. And, firing a well-liked individual is no easy feat.
Explain to the employee what went wrong and the reasons for why she is being fired. You can also help lessen the blow by showing empathy. List positive qualities the employee has and that you wish only the best for her in the future. Letting the employee speak her mind will also be appreciated. Stand your ground, but show compassion by letting her ask questions and share her own thoughts.
3. Cushion the blow
If the employee you’re choosing to let go has been loyal, is a close friend or well liked, you may choose to lessen the effect.
You can do this by offering to provide a letter of reference. Or, if he has earned a severance package, it can help him financially until he finds his next position elsewhere.
4. Help ease the transition
If you valued the employee, offering your help to ease his transition will help keep you in good graces.
For example, if you know that you’ll need some extra help for a few weeks before you find his replacement, or until he finds a new position, you may choose to keep him on staff a little while longer. You may even choose to act as an advisor to help him find a more suitable job elsewhere.
5. Be open to the future
A reason for firing an employee may not even be due to a problem with her work. Financial issues are often the reason you have to let someone go.
If this is the case, it’s best to stay in good favor. You never know if another employee will choose to leave your business, or when you’ll need more help in the future.
Thinking about making the difficult decision to let someone go? Consult these guidelines on how to manage difficult employees in your pharmacy first.
