One of your employees has been getting in trouble a lot. You’ve given them chance after chance — additional training, a new work assignment, asking them to work remotely — but they haven’t been meeting your company’s standards. This employee clearly has anger issues; they’ve blown up at co-workers and everyone is on edge around them. Finally, you make the decision to terminate. How do you let this person go? Do you tell them in person and risk a potentially violent confrontation? Or do you fire them over the phone and risk them coming to your site later, possibly armed, to retaliate? Terminating problem employees is something every business worries about — especially those employees with anger management problems or those who feel they have a score to settle. Those worries are understandable. The most recent data from the Bureau of Labor Statistics’s (BLS) shows workplace violence to be on the rise, and that while robbery was responsible for the most homicides at work in 2017, co-workers and work associates were right behind thieves when it comes to loss of life in the workplace. How do you mitigate some of this violence? When it comes to terminating a problematic employee, you have a secret weapon: the exit interview. How can your company prepare for an active shooter? Learn more
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