"Firing someone that was my peer"

I was recently promoted to my first management position and now my new boss wants me to fire two of the people who had been my peers for not meeting performance plans. I want to prove my worth to my new boss, but think this is unfair - any advice?

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First, congratulations on your recent promotion! Second, it looks like you have two options; one, follow through with the terminations, as your boss requested; or two, approach your boss to make your case to have the employees retain their jobs. Whichever you decide, it’s important that you are fully informed about the employees’ situations. Knowledge is power in both situations and you shouldn’t make a decision until you have all the facts. Keep in mind too that since you recently worked alongside these individuals you may not be seeing the situation from a managerial viewpoint. Being informed will help you detach and make a decision that accurately reflects your new position and your personal management style. If you really feel like the terminations are in error try discussing with your boss a plan to review and more aggressively manage the employees’ performance – setting new goals, managing priorities, etc. I’d also double check your company’s termination policy to see what the word is on warnings or probationary terms. Firing someone is never a happy situation to be in, but unfortunately, it comes with management territory. So be meticulous, cautious, and respectful (of all parties) as you make this decision. And remember, you got promoted for a reason!

Posted on Jun 14, 2010
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My advice would be to get with your boss and review the facts each employee's performance issues. Also, find out what has already been communicated to the employees regarding their less than satisfactory performance? The standard is to always communicate less than satisfactory performance, communicate what must improve and offer suggestions on how to improve. If that has not happened yet, then you (and the company) probably should not fire anyone (unless this is gross misconduct such as stealing, assault or harassment.) You certainly can show your commitment to your new boss by putting together a plan to monitor and manage the performance issues. That way your boss will know that you "heard" him but may also understand that it may not be the right time for you to fire them. If the employees already have been told about their poor performance and have been communicated that termination would result if they did not improve, then I think it could be your responsibility to take the action required. Might want to "gently" ask your boss why he had not terminated them. Something held him back and it might be worth understanding what that was.

Posted anonymously on Jun 14, 2010 - 0 Votes - Flag this post

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Posted anonymously
on Jun 13, 2010

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