Speaking of Business: Pertinent advice comes from a venerable book

Q: I read your column every month. I would like your input on how I can best raise a successful young businessman. My son will be graduating from college this spring, and I would like some input on helping him select the best company for him to begin his career with.

A: The book, “The Royal Path of Life” by T. L. Haines, written back in 1876, is very old-fashioned but full of insight to life. The author covers some of the topics that seem to be disappearing from our current society such as integrity, honesty, principle and right, value of reputation, purpose and will and employment.

In my opinion, having and maintaining these characteristics are a must when choosing a successful career for anyone.

The author states, “Employment: Activity is the life of us all. To do and bear is the duty of life. We know that employment helps make the person in a very great measure. ` One of the secrets of making a person is to put them to work, and keep them working. ` A person’s business does a lot to make a person. It hardens a person’s muscles, strengthens their body, sharpens their mind, corrects their judgment, wakes up their inventive genius, puts their wits to work, starts them on the race of life, and arouses their ambition.”

The author continues, “Humans beings grow, people are made. The world has long since learned that people cannot be made without good activity. Hence, it sets its youth to work; gives them trades, callings, professions; puts the instruments of man-making into their hands, and tells them to work out their manhood.”

Another point made in the book was that “People of integrity are not born; they are made. Genius, worth, power of mind are more made than born. Genius born may grovel in the dust; genius made will mount to the paths of history bright and shining lights are witnesses of these truths. They stand there as everlasting pleaders for employment.”

To summarize the key points the author is making, a person should not take a job that would allow the mind to become idle. Instead, one should look for a company that can challenge each individual and open his or her eyes to what he or she can be. As for your son, I would choose a company that would help mold your son consistent with the way you, the parent, have tried to mold him throughout his youth. His employment will make him who he will or will not be in the future. Choose wisely.

Q: What are the dos and don’ts of firing someone? I have an employee who I should have let go a long time ago, but I just keep putting it off. The employee is now out of control, and I must pull the plug quickly and correctly. Please help.

A: First, I am not an attorney — but I will give you what I believe is some good advice. There is never an easy way to fire someone, and I can understand you wanting to put it off. But, when you do fire an employee, there is a right way to do it. Take into consideration there are some definite “dos” and “don’ts.” Here are some “dos”:

* Fire people on Fridays, preferably in the late afternoon. This will give the employee a chance to cool down. Also, it will give the other employees less time to talk about the news of the dismissal.

* Be direct and clear in your language so that there is no misunderstanding. Be careful not to say too much. What you say could come back to haunt you.

* Settle money issues immediately. Pay what you owe now, and avoid lingering loose ends that will eat up your time.

* Make sure you collect your company’s property. Collect all files, computer records, etc. Treat the matter as routinely as possible.

Here are some “don’ts”:

* Never fire an employee when you are angry — no matter what the provocation. Always think before you speak.

* Never fire anyone in public. This would make you look vindictive and can undermine employee confidence.

* Some employees will try to plead their way out of dismissal. Do not give in to justifying your decision or negotiating with the employee. The last thing you want to do is appear indecisive. Other employees might think theym, too, could manipulate you — and they would be right.

* Never fire someone based on hearsay. For your own legal protection you should have firsthand information and proof of the employee’s unsatisfactory performance.

* Do not warn the employee in advance of their coming dismissal.

* Never denigrate former employees in front of remaining employees. They might wonder what you say about them behind their backs.

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