Plan for privacy: Take precautions to avoid interruptions. Plan how the employee will gather their personal belongings and leave the office. It may be wise to have another manager present at the time of termination.

Prepare and practice: Keep comments direct and brief. Ensure that you avoid discriminatory or other damaging statements. Practice what you are going to say.

Avoid arguments: If an employee argues or challenges your decision, do not justify your decision. Stick to your brief original comments.

Inform others: Inform staff with a simple non-blaming statement such as, “He has left the company and is pursuing other interests.” Prepare employees on how to answer questions from customers and suppliers.

Pre-employment information: Keep resumes and other application information such as interview notes.

Disciplinary actions: Make note of verbal warnings in the employee’s personnel file. Include copies of any written memos or warnings. Include dates and specific details of each incident. Create a plan of action for the employee’s improvement. Communicate clear and direct consequences if poor performance continues.

Performance reviews: Formal documentation of reviews can help show a pattern of behavior as well as the employer’s attempt to improve the situation.

Employee signature: An employee's signature on disciplinary actions and reviews proves they are aware of the situation.