How to dismiss a bad employee
You must take care in advance that the employee does not have an inflated set of expectations. Before recruiting a new employee, discuss with him the set of rules that are in effect in your company. Warn that their violation may result in dismissal. Do not wait for the employee to break them, he must understand what responsibility he takes.
Another way to make possible dismissal of the employee less painful is to conduct an annual or quarterly evaluation of his work. Regularly discuss with him his mistakes, say what he needs to correct in his work. If necessary, send the employee to the refresher courses. Try to keep a record of your conversations so that in the future you do not have unnecessary questions. If it comes to dismissal, the employee will be aware of why this is happening.
If you decide to fire your employee, it's best to explain to him what exactly you are firing him for. Always document the decisions made regarding the employee. For example, if a disciplinary sanction was applied to the employee, indicate its reason, whether the employee acknowledged his guilt, etc. Make also a list of changes that the employee must make to his work. Put strict time limits on meeting these requirements. Write down which of these changes were made, and which employees ignored.
Prepare your company for the dismissal of an employee. In advance, look for a replacement in its place. Be cautious, perhaps, the employee himself is unhappy with the place of work and is looking for similar vacancies in other companies. If he finds that you are looking for a candidate in his place, he can in any way sabotage the work or start to give out the secrets of the company to its competitors.
Having done all the preparatory work, call the employee to your office and quickly inform him that you decided to fire him. Try not to delay the conversation with long explanations, so you will only torment the worker and yourself. You already have a documented set of reasons for dismissal. By this time and with this approach to dismissal, the employee should not have questions to you. If they do occur, please tell them that you write everything in writing. The less you talk, the better. In no case should there be a dispute or any discussion about this.
If you see that an employee conscientiously performs his work, but at the same time does not cope with duties due to lack of necessary skills, you can make him a recommendation, indicating the positive aspects of his activities. Thank him for his cooperation and wish him success in his future work.