If a problem appears in the behavior of your employees, it must be addressed and corrected immediately. Employee performance can be restored through careful examination of the problem and constructive counseling, coaching, training, or disciplinary action. The employee who continues to underperform or misbehave should be terminated.

Here are some tips:

~Have someone from upper management do the termination and let the direct supervisor handle the rest. It will not be as personal and the direct supervisor will stay on the support side.

~ State the reason for termination and your company policies and procedures that were violated and have everything documented.

~ Don’t let the fired worker hang out with other employees and ruin the workplace atmosphere.

~termination must be done at the beginning of the turn or at the end.

~use the least antagonistic, embarrassing and disturbing method

~ be firm, fair and authoritative

~Have a strict identification policy and ensure that employees cannot access the premises in the future.

~Let everyone know an employee has been terminated and disciplinary action has been taken

When the employee encounters a stressful situation, they will react cognitively and emotionally based on their predisposing personality, psychopathology, and life experiences.

The more disturbed they are, the wider the range of reactions. Almost always the termination will create a projection of guilt, violent fantasies of revenge, feelings of rejection, betrayal and loss. As these thoughts and emotions continue to filter through, the individual becomes increasingly isolated from the input of others and develops a self-protective and self-justifying mindset in which a violent act may be perceived as “the only way out.” As feelings of guilt, perceived injustice, and loss become externalized, they can translate into retaliation. “They won’t get away with it”, “If I go down, I’ll take ’em down with me”, “If they can fuck me, I can fuck ’em big.” Fantasies usually involve major events that will attract a lot of media attention, and the fact that the victim’s factual findings or actions taken in retaliation will be “worldwide known.”

1) LIMIT OF PERSONALITY he will react immediately and is less likely to do vindictive long-term planning. You will know who did it. You can expect drastic mood swings, rage-filled despair, and extremely intense emotional reactions. The pain of loss of personal attachment will create a thirst for vindication and restoration of self-esteem that will turn into an all-consuming passion and may include destructive or violent acts. They will typically target a specific person to take the blame for their mishap. Their actions will be in line with what they know, what family or background they come from, and their past history. People who have suffered deep injuries or abuse are especially dangerous and predisposed to destruction, violence and abuse. They are more likely to have a series of prior offenses for assault, property damage, disorderly conduct, and substance abuse. What they have in mind is how they perceive it and it has nothing to do with you. The best advice here is to deliver the bad news in the best way possible, be respectful, firm, and encouraging.

2) Workers with ANTISOCIAL PERSONALITY the mess has probably already done impeccable damage by the time they’re done. It is not uncommon for them to become violent and use intimidation to get what they want. The Antisocial Personality, also called psychopath, is motivated exclusively by self-interest and has no conscience. They can be ruthless and ruthless: they act strategically or impulsively. Revenge is a powerful motive for these people. Due to the lack of human attachment, other people represent nothing more than bargaining chips. They can get angry and violent if caught in the middle of their scam. They will easily manipulate others and bully those who do not take their side. an emotional problem-solving approach that has their best interest at heart will be the best way to communicate with them. Never promise them if you can’t deliver.

3) NARCISSISTIC EMPLOYEE TYPE he is difficult early on due to his selfishness, sense of entitlement, and constant feeling of being slighted. If they develop an intense personal attachment to their job and are fired, they may resort to aggressive litigation and sometimes violence.

4) The PASSIVE-AGGRESSIVE PERSONALITY type is always a victim and there is always someone to blame. They will be an injured party filing a lawsuit and you will be at fault for getting them fired. They are more likely to hurt themselves than others, and file a workers’ compensation claim, or the sexual harassment law follows.

5) DEPENDENT PERSONALITY The employee type will be too hesitant to confront or question you for fear of rejection or disgust. They are rarely fired because they constantly ask for and need the manager’s reassurance in everything they do. They are good workers.

6)AVOID PERSONALITY guy is non-threatening and non-demanding. They seek human empathy and connection. They tend to be very stable and dependable and are rarely fired. They will never break company rules or policies, and if they do it is because they were manipulated by a more aggressive personality type.

7)AVOID_DEPENDENT EMPLOYEES they are not likely to be destructive or violent. They are too shy and socially anxious. However, they can become depressed and feel that their work was their life and that they have nothing more to lose. This is dangerous in itself and can cause them to do something destructive just to get revenge. It rarely happens with this guy and when it does it’s behind closed doors, not confrontational.

8) PARANOID GUY they have a tendency to constantly question reasoning and are masterminds of misunderstandings. They are known for filing complaints and lawsuits, but not for violence unless it is self-defense.

9) Finally, HISTORICAL PERSONALITY TYPE The employee will most likely be angry and emotional and will make everyone feel the same way. However, mood swings like this won’t last long. At the end of the day they will see a positive side that will make everyone feel good again and they will be admired by others. Due to their enthusiasm, charisma, and high productivity, they are unlikely to be fired. However, if they don’t keep up with their paperwork, or get involved in issues at work, or break the rules, it can happen. They don’t hold grudges and move quickly.

It is important to understand the personality type of your employees and the possible consequences. Not everyone has a “pure” personality type and can work in combinations. One thing to remember: don’t hire the wrong people. And if you have to fire them, do it cautiously, strategically and well documented. People’s reaction depends on your personality and how interested they are in your work. The more it means to them in terms of personal attachment, income, social status, self-actualization, self-gratification, the more emotional the process will be. Work stress is always secondary to problems in personal life. employees who are about to be fired are most likely already about to explode due to the chaos in their personal lives. They may have a vengeful plan that they can impulsively and immediately execute, or go through meticulous planning and do so when least expected. Either way, their ability and ability to implement it will depend on what they know, what they have access to, their skills, knowledge, prior experience, and what they have to lose. Future results can always be estimated and predicted through past performance, behavior and habits.