Last week, I shared a familiar story about a benevolent instructor who has a significant impact on a student's life. I highlighted that this story isn't just about the student's actions but also about the instructor's reluctance to let go of someone who may be harming the school.
This message resonated strongly with many of you. Here’s a sample response I received:
The Benevolent Instructor:
“I just want to say how close to home you hit with that last e-mail you sent out the other day. I have recently found myself being the benevolent instructor and let an employee damage my business, health, stress level, and family conversations for far too long.
This employee was finally released, and it marked the first time I have ever had to let someone go. She was a good person but no longer a good fit for our business. It was really, really hard, and I found myself nearly in tears once it was over.
Thank you for timing the release of that post at a time when it really helped me to finalize those feelings and be able to move on. Thank you.”
Name Withheld
Before we dive into the next story on this topic, I want to share some practical advice on handling employee terminations, which I’ve learned from my experiences running multiple schools and NAPMA.
When you have to let someone go, documentation is crucial. It’s important to keep detailed records of all meetings and issues to support your decision and protect yourself from potential legal challenges.
During the final meeting, clarity and compassion are key. From my experience, the most effective approach is to say something like, “Sally, as you know, we’ve been giving this the best chance we could have. You’re a good person, and you will do well, but I think we both know that this job is just not a good fit for you. It’s best we bring this to an end.”
Typically, I would provide two weeks' pay and take steps to secure the school, such as changing door locks and updating website passwords. To avoid legal issues, it’s also wise to have the employee sign a release of liability, agreeing not to sue the school or its staff.
Terminating an employee in a martial arts school can be more emotionally charged than in other businesses due to the personal connections involved. It’s crucial to handle these situations with care and professionalism to minimize stress for everyone involved.