Whenever possible, conduct the termination early in the week, say Monday or Tuesday. Early morning is best, but late afternoon is okay too. Avoid Friday terminations because candidates have less access to friends and support resources. Choose a termination date far enough in advance that you can search for lateral transfers to other departments or business units, or notify outplacement consultants, complete paperwork, and cut required checks. Make sure the severance paperwork is accurate.
Nothing angers an ex-employee more than ambiguous, inaccurate severance documents.
Issues like health insurance and severance pay are critical to many families' survival. Have cardboard boxes for personal belongings nearby. Review each candidate's personnel file, and consult your own knowledge of individuals to uncover any personal issues that could complicate the separation. A short meeting is best. It's hard to make the departing employee feel better by talking more.