This is considered the best day to fire someone, according to experts

This is considered the best day to fire someone, according to expertsThis is considered the best day to fire someone, according to expertsAssuming the reason for termination isnt gross misconduct, its recommendable to make a firing as clement as possible. A gentle dismissalis one that is clear, concise and sets up the sacked employee for their next venture.An employee that is habitually kept up to speed about their performance throughout their tenure, will both be less taken by surprise if and when termination becomes necessary and more likely to have various plans of recourse occupying their brain before an official layoff takes place.Follow Ladders on FlipboardFollow Ladders magazines on Flipboard covering Happiness, Productivity, Job Satisfaction, Neuroscience, and moreSometimes a professional parting of ways is the best course of action. Here are what the experts have to say about the best ways to go about it.Keep it direct and keep dismissed employees informedThe worst kind of b reakups are the ones filled with vague -corny borrowed phrases. This applies to professional dumps as well. A clear and direct explanation gives the fired employee constructive things to take away, things to reflect on and learn from. Withholding cogent honesty on an employers part in an attempt to avoid offending the soon to be jobless worker, is condescending and unproductive.Management and organization development consultant, Susan M. Heathfield, recommends employers bring a checklist to the termination meeting. A checklist can help executivesremain on track, keep the employee informed about what to expect next, in addition to being evidence of the exchanges that were shared during the layoff conference.Kari Rosand Scanlon, Principal Consultant of Spotlight HR Solutions, adds to Heathfields point regarding clarity in a piece featured on ZipRecruiter. Scanlon writes, First, the manager needs to pinpoint the main reason for letting someone go layoff, violation of policy, performan ce then the manager, with the help of an HR specialist, needs to ensure that the reason is not discriminatory in any way.Open Dialogue and its ensuing effectCommunication is integral both during and after dismissal has taken place. Bypassing pejoratives, or vague mean spirited barbs encourages the recently fired worker to reach out with any questions or concerns.Gregory DeLapp, chief executive of the Employee Assistance Professionals Association, recalls going so far as to personally call a former staffer the day after termination, just to check in and give them information regarding their 401k and insurance coveragealso to deter any sort of retaliation ideations. The former employee in question was identified as a potential security risk. Even still Mr. Delapp, remained calm and direct, stating the followingAt the end of this youre going to land on your feet. Youre not going to be with the company, and were not going to have a problem. Are we clear?How you conduct a firing extends beyond the relationship between you and the terminated employee, it also impacts the culture of your office. Advertising virtues of a measured, thoughtful leader even in inherently uncomfortable situations will influence how staffers work and perceive you.TimingLately,most experts agree that Friday is the worst day to let someone go, but there seems to be a lot of conflicting thoughts when it comes to the best day to lay someone off as painlessly as possible.Scanlon believes that Monday is the best day to give someone the boot becauseit makes it easier for remaining employees to adjust to working without the firee in the office, as well as giving the firee six whole business days to look for work immediately.Conversely, chief people officer at recruiting software company Jobvite Inc, Rachel Bltte, estimates that Tuesday through Thursday is closer to the mark. This way dismissed employeescan utilize the business days to follow up on any lingering concerns and the remaining staff can enter the middle chunk of the week with the opportunity to get some reassurance that their job is still safe.Against the Monday claim, Healthfield corroborates the mid-week firing method, writing,Preferably, this decision is made mid-week, early in the dayon Tuesday, Wednesday or Thursday.This gives the employee some work hours during the week, and she doesnt feel as if she wasted her time coming to work which happens when you fire an employee on Monday.You might also enjoyNew neuroscience reveals 4 rituals that will make you happyStrangers know your social class in the first seven words you say, study finds10 lessons from Benjamin Franklins daily schedule that will double your productivityThe worst mistakes you can make in an interview, according to 12 CEOs10 habits of mentally strong people