How to dismiss a bad employee
You must ensure that the employee has not been inflated set of expectations. Before to employ the new employee, discuss with them a set of rules that apply in your company. Warned that their violation can lead to dismissal. Do not wait until the employee starts to break them, he needs to understand what is being assumed.
Another way to make the possible dismissal of the employee is less painful to hold annual or quarterly evaluation of the work. Regularly discuss with him his mistakes, saying he needed to fix in their work. If necessary, send the employee on training courses. Try to record your conversations to further you avoid any unnecessary issues. If it comes to dismissal, the employee will know why this is happening.
If you decide to dismiss the employee, it is best to explain to him what exactly you'd fire him. Always document the decisions taken in respect of the employee. For example, if the employee was subject to disciplinary sanction, specify its cause, admitted the employee guilt, etc. Make a list of changes the employee must make in their work. Set hard deadlines for meeting these requirements. Write down which of these changes were made, and what the employee was ignored.
Prepare your company for the dismissal of the employee. In advance looking for a replacement to take his place. Be careful, perhaps the employee himself unhappy and looking for similar jobs in other companies. If it detects that you are looking for a candidate to take his place, he may want to sabotage the work or start to give out company secrets to its competitors.
Having done all the preparatory work, call the employee into his office and quickly tell him that you have decided to fire him. Try not to prolong the conversation long explanations, so you are just torturing the employee and yourself. You already have a documented set of reasons for dismissal. At this point, and with this approach to dismissal of the employee should not be issues to you. If they still occur, let that describe everything in writing. The less you say, the better. In any case, do not allow any dispute or any discussion about it.
If you see that the employee attends diligently to his work, but unable to cope with responsibilities due to the lack of necessary skills, you can make him a recommendation, putting the positive side of its activities. Thank him for cooperation and wish success in future work.