Most supervisors agree that terminating a problem employee can be one of the hardest parts of management. In general, the number-one way to reduce the stress of firing is to avoid giving surprises. A problem employee needs to be told as soon as possible that there are issues with performance. Be sure to document performance problems early, and let your employee know the consequences of failing to improve. It may even be the case that identifying problems can eliminate the need for firing through initiating development strategies and providing training that improve his performance.
Three Ethical Decision Criteria that one can use include:
Utilitarianism, in which decisions are made solely on the basis of their outcomes or consequences;
Rights, which calls on individuals to make decisions consistent with fundamental liberties and privileges; and
Justice, which requires individuals to impose and enforce rules fairly and impartially so there is an equitable distribution of benefits and costs.
Each criterion has advantages and liabilities.
a. A focus on utilitarianism promotes efficiency and productivity, but it can sideline the rights of some individuals, particularly those with minority representation.
b. The use of rights protects individuals from injury and is consistent with freedom and privacy, but it can create a legalistic environment that hinders productivity and efficiency.
c. A focus on justice protects the interests of the underrepresented and less powerful, but it can encourage a sense of entitlement that reduces risk taking, innovation, and productivity.
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