Rip Off the Band-Aid, Don’t Wait to Terminate

Waiting too long to terminate an employee with performance deficiencies can be costly to a medical practice in a variety of ways. There may be a negative impact on employee morale, patient relationships, and even business growth. We all know that good employees are hard to find in a tight market, but it’s also true that one problem employee can do major damage to a business. While training and coaching can help improve some troublesome behavior, there are certain issues that merit more immediate action.

A recent study by Inc.magazine identified three reasons to fast-track a termination:

1. Theft. Whether small or large, theft by employees is a serious issue, costing American businesses $200 billion in annual revenue. It is important to have checks in place, including regular audits, reconciling statements, or assigning multiple employees to tasks to create accountability.
2. Poor Behavior. Certain employee behavior can put a practice at risk for a harassment claim. Taking corrective action and placing the employee on a warning could make a difference, but while awaiting improvement, practice leaders may need to keep the employee away from patients and possibly other employees.
3. Persistent Negativity. When one employee is persistently negative throughout the day, it can affect morale. If an employee’s negative comments are disrupting patient care, the issue must be approached both tactfully and directly. Practice leaders should try to diffuse the situation in the moment, then discuss the behavior with the employee one-on-one later.

Before terminating the employee, practices must make sure the behavior is in direct violation with company policy. It’s also important to follow practice policies and procedures when the decision is made to terminate.

Here’s a checklist that practice leaders should follow to ensure fair, equitable, and uniform handling of employee misconduct and termination:

• Ensure the decision to terminate isn’t retaliatory in any way. For example, has the employee made recent complaints? Has the employee taken leave recently? Are they in a protected class?
• Initiate corrective and/or disciplinary action if applicable.
• Review and follow all applicable laws.
• Secure any IT items in advance of termination.
• Secure company property during the termination meeting or right after.
• Consider business needs and liability concerns.
• Don’t fear what the employee might or might not do.
• Do what is best for the health of the practice.
• Follow all policies and procedures throughout the process.

Ultimately, practice leaders should prepare for the worst and hope for the best. They should be direct and honest, and keep the meeting short and to the point. They should treat the employee with dignity and respect, both for the employee’s sake and because employees who feel disrespected during the termination process pose a greater liability.

For more information on this topic, Curi members may listen to the July HR|Experts webinar entitled “Rip Off the Band-Aid: Don’t Wait to Terminate.”