Letting Employees Go

Have to Let Someone Go?
Follow These Tips to Make it as Painless as Possible

Fired Employee

“Sometimes we stare so long at a door that is closing that we see too late the one that is open.”

~ Alexander Graham Bell ~

Letting an employee go is not a task to be taken lightly. If done in the wrong way, there can be unpleasant and long-lasting complications. This can include everything from expressions of unhappiness and stress from remaining employees to dealing with a negative reputation for the company, and even legal ramifications.

Don’t Be the Villain

In today’s world, disgruntled employees and former employees can easily spread the word about a company and what an employee considers to be unfair practices. This can result in a company that once appeared stellar suddenly looking like a villain in the eyes of hundreds or even thousands of online readers.

In many instances, the only way to repair this type of damage is with the help of online reputation management professionals like those at Reputation.com. Obviously, rather than dealing with such a frustrating situation at all, it is much wiser to let employees go in a way that will be as painless as possible for everyone concerned.

Who Needs to Know?

Letting an employee go is a very delicate subject. After all, the employee has a lot riding on that decision.

From the time the decision to let an employee go to the time the employee is actually told about the decision, privacy is top priority.

When it is decided that an employee should be let go, the decision should be kept quiet. To eliminate concerns about gossip or discussions about the decision, only the employee’s direct supervisors should be told about the decision in advance.

Clearly, the employee should be told about the decision in a private setting. Ideally it should be done in the manager’s office, and the door should be shut. The next best option is in a neutral setting that offers privacy, such as a break room or conference room.

Timing Matters

Until recently, it was accepted practice that separations be handled at the end of the day on Friday. However, that has recently changed. Nowadays it is becoming increasingly common to deliver such news earlier in the day, or even earlier in the week.

Rationales for this include the fact that if the employee finds out about the separation earlier in the week, he/she can immediately begin a job search. Plus, a separation at the end of the day on Friday could leave the employee with no choice but to sit around all weekend worrying about his/her situation.

This can result in increased stress and anxiety. In some cases, anger can build or the individual can become extremely distraught.

Professionalism with a Personal Touch

Being let go from a company hurts. Employees in this position deserve to be treated with dignity and respect. A manager should take the time to explain the reason for the decision. If employees feel they are treated unfairly – as in, they are let go without cause – the company’s reputation may be at risk.

It is common for the employee to have questions. The manager should answer those to the best of his/her ability. These questions may relate to things like severance pay, any 401K plans, insurance, COBRA, retirement, or other benefits/compensation offered by the company.

Offering parting resources such as information about unemployment, job training, employment counseling, and local small business development organizations can be especially helpful at this stressful time.

Exit Interviews

Being let go is upsetting. It’s emotionally disturbing, to say the least. Many people appreciate having a chance to vent after such a traumatic event. Exit interviews provide that opportunity. In some cases, the tools provided during these interviews can help people find closure after a job separation.

Debbie Allen, founder of TheThingsWomenWant.com, is a professional writer and blogger who specializes in topics of interest to women and online marketing strategies.

Talkback: What are your experiences with letting employees go? Do you typically handle separations early in the week, or do you wait until Friday? Have you ever thought about creating a termination resource packet to be used when handling separations?

Image courtesy of iQoncept / Fotolia.com

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