Last week I told an all too familiar story of the benevolent instructor who pretty much raises a kid in his school who seems to turn his life around as a result.
I pointed out that the student wasn’t the only liability. The instructors reluctance to release the student out of concern for his well-being made him as culpable as the student for any damage done to the school.
That message clearly hit home. Here is a sample message I received.
The Benevolent Instructor:
I just want to say how close to home you hit with that last e-mail you sent out the other day. I have recently found myself being the benevolent instructor and let an employee damage my business, health, stress level, and family conversations for far too long.
This employee was finally released and it marked the first time I have ever had to let someone go. She was a good person but no longer a good fit for our business. It was really, really hard and I found myself nearly in tears once it was over.
Thank you for timing the release of that post at a time when it really helped me to finalize those feelings and be able to move on. Thank you.
Before we get into story 2 of 3 on this topic, I want to share with you the best phraseology that I’ve learned to use when letting someone go. My multiple schools had at least a half-dozen employees and running NAPMA had as many as 25 employees with some making over $200k per year.
It’s important to document all of your meetings with the employee to make sure you are building your case for termination. However, I will leave that to the HR experts and not play labor attorney.
My only advice is that when you have that final meeting and have protected yourself from lawsuits relating to discrimination, harassment, etc... you be very careful in what you say and how you say it.
In my experience, my best line has been, “Sally, as you know, we’ve been giving this the best chance we could have. You’re a good person, and you will do well, but I think we both know that this job is just not a good fit for you. It’s best we bring this to an end.”
Typically, I’d give them two weeks pay and change the door locks, website passwords, etc.... As part of the process of receiving the two weeks pay, they would have to sign a release of liability that basically says they will not sue the school or any employee from that moment on.
Firing an employee for a martial arts school owner is often more difficult than most businesses because there is often a stronger emotional history / baggage attached with the process than the local 7/11 or health club.
Next week, story two of how an owner can become a liability for his or her school.