How To Fire Someone At Your Moving Company

Hey, my friend. It's Luis Massaro, CEO of Moving Mastery and founder of Moving Sales Academy. If you've ever had to fire somebody in your company, you know, it's not an easy thing to do. It's not a fun thing to do. But if you have to fire someone who's, you know, a longtime employee who's been with you for a while, it's even more challenging, right? You know, I've had to fire family members and best friends and people that have been with me for years, and, you know, it just sometimes they're not on the same path with you, and sometimes your company's growing and going to a certain level and they're no longer a good fit in that position. Or maybe they had something change in their life and, you know, all of a sudden they're just not the same person that they once were, and they're not delivering the value that you need from them in your company. You know, maybe they're being disruptive with your other staff and causing problems. You know, there's a lot of reasons why you might need to let somebody go. And I can tell you it's not an easy thing to. But if it's time, then you need to do it. All right, So I want to give you some steps to go through here, that if you need to fire a longtime employee for whatever reason, that, you know, you have some steps to follow to go through it. And you need to remember one thing. They're not going to be happy about it, but at the same time, they could actually be relieved. You never know. They might not want to be working for you anymore either. They just don't want to let you down. You might not want to fire them, and they might not want to quit on you. So you really don't know. But you have to go into it expecting that they're not going to be happy about it. Right? And you have to do it with respect. Unless they stole money from you, unless they purposely screwed you over, you need to go into it with respect. You need to, you know, honor the situation and know that they're going to get upset in that meeting. Right? They may say some things to you to try to trigger you and set you off. And you need to remain calm and cool and just handle the situation. All right? So I'm going to give you some steps here to follow. First thing you need to do before you bring them in, before you have the meeting, as you're starting to think that it's time for me to let this person go, document the reasons for their employment file, all right? I don't care who it is. I don't care if it's family. I don't care if it's your best friend. I don't care if it's somebody that's been with you for a long time. You need to have good documentation if this turns into a lawsuit, all right? A lot of times when someone's close to you, a lot of times when someone's been with you for a while, they may get bitter over you firing them and turn around and file a lawsuit. You want to make sure that your ducks are in a row, that you have all your paperwork lined up, that you have good reasons for firing them. You know, in certain states, you want to make sure you know the laws in your states when it comes to firing, alright? You want to make sure that you have everything you need in the file to show if for some reason you do end up in court, you have reasons that you fired them. Okay? This is for you before you even have a meeting with them to let them know that you're letting them go. Second thing, prepare yourself for the conversation. This isn't something that you just want to wing. This isn't something you just want to get in there and wing it with them. You want to know what you're going to say and you also want to know what you're not going to say. Alright? It's very easy to get caught up in a conversation when they start asking, why, you know why. You know, tell me what I did wrong. Tell me what I could have done better. You know, you need to prepare yourself. You need to go into it with your mind made up. All right? If you want to have a conversation with someone about their performance, that's a different issue. You have a conversation with them about their performance, but if you know that it's time for them to go, you need to go into it with your mind made up and prepare yourself for that. All right? You're going to want to keep it brief. You don't want to get into this whole long thing. You want to tell them the reason that you're letting them go, that you've made up your mind and that's it. You don't want to get into, you know, what they could have done wrong. You don't want to start blaming them for stuff. You don't want to start bringing up specific issues. You want to keep it brief. They're going to want to know why. They're going to want to drill you for information. There's no benefit in that. There's no benefit in dragging out the conversation like that. All right? Make it brief. Move on. Be respectful. Allow them to resign. Okay? If there's somebody that's been with you a while and they've, you know, you just are going in separate directions and they're no longer needed for your company, and again, they didn't steal from you, they didn't do something to hurt you, give them the opportunity and allow them to resign instead of being fired. This is going to help them find another job. It's going to help them be able to tell their next employer that they left instead of that they were fired. Okay? And it helps them, you know, keep some dignity and not, you know, feel like I got fired. So give them that opportunity. Always tell them what the next steps are. All right? You want to make it brief. You want to go in there with precision, do what you need to do, and move on. It's not easy, right? So you want to make sure you tell them what the next steps are. We're going to mail your paycheck to your house, all right? I'm going to need you to go get your belongings right now and leave for the day. Right. Or so. And so is going to escort you out. Whatever the case may be, you need to be specific about what the next steps are. If there's certain. If you want to help them file unemployment, give them all the paperwork and say, here, go ahead and file unemployment. Give them the next steps. If you have a severance package for them, let them know what it's going to be. Any paperwork you need to sign, get it all done right then and there, okay? Let them know what the next steps are. And once they leave, there's going to be shock within your company. Now, if this is a longtime employee, somebody that's been there for a while, all the rest of your staff looks at them as part of the main infrastructure of the company. Right? As a main figure of the company. You want to meet with the remaining staff right away, all right? And you don't necessarily need to give everybody an explanation, right? You want to give a short, brief explanation. So and so is no longer with us. I had to let him or her go today, but I just want to let everybody else know you're doing a great job or whatever the case may be. You might have to fire more than one person in one day. You might have to fire a group of people. You want to make sure that, you know, everybody else there feels comfortable. Because when people get fired, everybody in the company's on eggshells. Everybody's wondering, am I next? Right? Am I next? What's going on? What's going on? What happened? You want to address it right away? Don't fire somebody and just go right back about your business and act like nothing happened. Have a meeting with your staff, let them know what happened. You could be vague in what the cause was. Say something along the lines of, you know, he or she was just no longer a good fit for the company. We parted ways, and I want everybody to know it's business as usual. If you have any questions, come and see me and I'll address them with you personally. That's it. Real short, real sweet, and you move on. And what I found is that you feel a lot better after you do this. You know, anytime that I had someone that I knew I needed to let go, and I procrastinated a little bit because it was hard, and, you know, I didn't. I kind of avoided it a little bit. Once it was done and it was over, it felt great. It was off your chest, you could move forward. You know, it really holds you down when it's every single day, you're like, I need to let that person go. How do I do it? How do I deal with it? So listen, I know it's tough. I know it's hard. I'm not encouraging you to just start firing people, but sometimes someone's not the right fit for your company. It's not a bad thing if you have a vision for where your company needs to go. If you have a vision for the people that you need and you have certain job descriptions that you need people to facilitate, and they're not doing their job, you need to let them go. People are either hurting you or they're helping you. It's very rare that somebody's, like, right in the middle, all right? And if they're right in the middle, chances are they're sliding to the side of hurting you, all right? So if they're no longer helping you progress to where you want your company to go and doing your job and you feel like it's time, you need to do it, follow these steps. I know it's hard, but you'll get over it. They'll get over it. They'll be better off. They'll find another job. They'll be fine. All right? It's not the end of the world. If you have any questions, as always, leave them in the comments down below. I'll be more than happy to answer them for you. Until I see you next week. Go out there every single day. Profit in your business, thrive in your life. I'll see you later. Hey, my friend. It's Louis. I hope you enjoyed this episode. Do me two favors. Number one, subscribe to this channel so that you continue to get updates every time I release new training for you. And number two, if you'd like to get ahead a little bit faster and become more profitable in your business, what I'd like to do is give you a copy of my 10 rules of a profitable Moving company. These are the same 10 rules that I applied in my business to that helped me grow it into a multimillion dollar nationwide company. Okay, so all you need to do is click on the link on this page or head over to louismasaro.com tenrules so that's Louis L O U I S Massaro. M A S-S S A-R-O.com ten rules. Just put in your name and email address and I'll email you out a copy. Okay? Until then, every single day, go out and profit in business and thrive in life. I'll see you later.