Certainly, if the bad worker is destroying the department's performance and esprit de corps, then your only choice may be immediate separation. The event will not demoralize other personnel. Many types of firm notices are hard to write, but finding a good sample separation memorandum for attitude can help. You will not have to worry about the jobholder finding a loophole in the notice that he or she can use when filing a suit against you or your company. Therefore, telling the disgruntled employee how you feel is a one-way ticket to career failure. o If you're sacking the jobholder, you must prepare a severance package, write a layoff notice and hold a termination meeting. Once everyone lastly accepts the changes and starts to work within the new team environment, you should see performance higher than before the downsizing. o Decision: You must begin a full-blown investigation. At times they can be the best for the difficult employee and the company. You can also truthfully claim that the worker was fully aware that his or her job was at risk because it has been thoroughly documented. Unquestionably, any jail time should be unpaid and you should take it out of their leave time. When your layoff is medium or high-risk, you must offer something more than your standard package.

This is a waste of the company's money and of the bad worker's potential. The Right Way To Layoff a worker. Why prolong the agony of the business and the jobholder by conducting an exit interview?