It’s a tough job, but someone’s gotta do it: terminations. As HR professionals, releasing employees is one of our stickiest but most important duties. That’s why earlier this month in the YES! Your Human Resources Solution blog, we shared tips to know when it might be time to let an employee go. Of course, the hardest part for everyone comes after you’ve decided to let an employee move on. Once you’ve chosen to take that crucial step, be sure to conduct the termination with caution and grace by avoiding these four mistakes:

1. Not meeting in person. Even though it’s time to part ways, remember that this employee devoted months or even years of their life to the company. They deserve some courtesy on the way out. So just as you wouldn’t end a long-term personal relationship through a text message, voice message, or email, don’t end a professional one that way. Show respect by holding a face-to-face meeting.
2. Giving a laundry list of reasons. You did give this employee notice that they weren’t performing to standard, right? If you gave an employee fair warning and offered coaching or performance improvement plans, then the employee already knows termination is a possibility. They don’t need their dignity crushed by a detailed playback of every time they fell short. Having an explanation prepared—something that says the previously addressed performance issues were unfortunately not improved to meet the standards expected of the position—can help the employee maintain some self-esteem.
3. Retaining live access to information systems. A just-terminated employee may be sad, angry, and ready to lash out in any way possible. The good news is, most destructive behavior can be headed off. Coordinate with IT to cut access to email, contact lists, and cloud-based drives while the termination meeting is taking place. (Do it before, and you risk blindsiding the employee.) If the employee would like to write a good-bye letter, you can offer to route it on the employee’s behalf.
4. Ending on a negative. Terminations are always tough, but they are most successful when an employee walks away feeling as dignified and positive as possible. Make sure the employee knows that their contributions were valued. Use optimistic, encouraging words, such as highlighting your confidence in their ability to find a job that’s a better fit for their talents. It is also respectful to provide information about state benefits that may be available, such as unemployment. Who couldn’t use a helping hand to begin the next stage of their career?

Terminating an employee is never an easy or enjoyable task, but the experience can be less painful when you use a succinct and supportive approach. Remember that your actions will affect not only the terminated employee, but will leave an impression on your remaining employees. You will never regret handling a situation with dignity and grace!