Psychological Effects and Risks of Firing Problematic Employees

If a problem arises 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 fired.

Here are some tips:

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

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

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

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

~use the least antagonistic, embarrassing and disruptive 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 that an employee was terminated and disciplinary action was 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 will be. Termination will almost always create projection of guilt, violent revenge fantasies, feelings of rejection, betrayal, and loss. As these thoughts and emotions continue to seep in, 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 surface, they can translate into retaliation. “They won’t get away with it”, “If I go down, I’ll take them down with me”, “If they can fuck me, I can fuck them big.” The fantasies usually involve large 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 you will react immediately and are less likely to do long-term vindictive planning. You will know who did it. You can expect drastic mood swings, rage-filled despair, and extremely intense emotional reactions. The pain of the loss of personal attachment will create a thirst for vindication and restoration of self-esteem that will become a devouring passion and can include destructive or violent acts. They will usually 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 prone to destruction, violence, and abuse. They are more likely to have a series of prior assault, property damage, disorderly conduct, and substance abuse offenses. What they have in mind is how they perceive it and it has nothing to do with you. The best advice here is to break the bad news in the best way possible, be respectful, firm and encouraging.

2) Workers with ANTISOCIAL PERSONALITY the mess has probably already done some impeccable damage by the time they finish. It is not uncommon for them to become violent and use intimidation to get what they want. The Antisocial Personality, also called a psychopath, is motivated solely 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 become angry and violent if caught in the middle of their scam. They will easily manipulate others and intimidate those who do not take their side. an emotional problem solving approach that has their interest at heart will be the best way to communicate with them. Never promise them if you can’t deliver.

3) TYPE OF NARCISSISTIC EMPLOYEE it is difficult from the beginning due to his selfishness, sense of entitlement and constant feeling of being slighted. If they develop an intense personal attachment to their work 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 it will be your fault that they got 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 type of employee 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 type is non-threatening and non-demanding. They seek human empathy and connection. They tend to be very stable and reliable 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 get depressed and feel like their job was their life and they have nothing else to lose. This is dangerous in itself and can cause them to do something destructive just to get even. It rarely happens with this guy and when it does it’s behind closed doors, not confrontational.

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

9) Finally, HISTIONIC PERSONALITY TYPE The employee will most likely get angry and emotional and it will make everyone feel the same way. However, mood swings of this type will not last long. At the end of the day they will see a positive side that will make everyone feel good again and will be admired by others. Due to their enthusiasm, charisma, and high productivity, they are unlikely to get 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 hold no 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. How people react 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. Most likely, the employees who are about to be fired are already on the verge of exploding due to the chaos in their personal lives. They may have a vengeful plan that they can execute impulsively and immediately, or undergo meticulous planning and do it when least expected. Either way, their capacity and ability to implement it will depend on what they know, what they have access to, their skills, knowledge, previous experience, and what they have to lose. Future results can always be estimated and predicted through past performance, behavior, and habits.