hi Ripeberry,

it went ok, I put a little update 2 posts above.

Definitely not something I want to have to do again tho :/

How did it go?

SOunds like you are well rid!

Well done you glad it went ok, honestly they do get better/easier with each one you do.

didn't want to work his notice period or anything - did he have to work it then? We never made anyone just get 'um out the building.

Gosh I would hope he's not expecting a glowing reference after today's behaviour.

Well done for handling it so well

Thanks everyone.

It went ok.. he got a bit stompy, banging things around etc but I figured that was par for the course. He left within 15 minutes, didn't want to work his notice period or anything.

Thanks again all of you for your help.. I really appreciated it and your input was very very useful

Hope it went better than expected

Hi there.

I've been in this situation, and it's not nice, so good luck.

As a decision has been made to let him go, I would avoid getting into a discussion about his performance - presumably he has previously had feedback when he hasn't been up to scratch.

If you start to discuss specifics of performance in this meeting, you may find yourself debating exactly what standard of work is good enough or not.

I would also avoid using terms like "incompetence" etc, but say the role is not suited to his skills set.

Try to be fairly neutral...don't express too much sympathy or he may think he can talk you out of it, but do wish him luck for the future and express regret about the timing if he brings it up.

If you're worried about being flustered, prepare a script and stick to it...this is an official meeting not an informal chat, and it will help you keep on track.

Hope it goes OK....

His poor performance is not your fault. This sort of thing should never come as a surprise to the individual. As long as you've had regular performance reviews then you should be ok.

It is always worst the first time because you don't know what to expect (first time I had to dismiss someone was for gross misconduct where it was very black and white... and I still felt rubbish).

I always start the meeting by asking the other person how they think their performance has been. They usually tell you what you already know and like some other posters have said you can use the meeting to help someone move on from what must surely be a mutally unsatisfactory situation.

BTW how much notice of this meeting did he get because his behaviour is bizarre?

thank you mabh... I have no doubts that it is the right decision, all the things you mentioned are in place it's just the drama of it.. wish I could have a drinkie first, lol

I can't bring it forward because the two people who will be sitting in can't get here sooner :/