05/02/2022 | PCI HR Consulting Practice
Losing a job is a traumatic event for most and may trigger anger, humiliation and sadness. Some otherwise calm employees, rational individuals may react negatively to termination or challenge the decision. Yet, if terminations are handled appropriately and with respect for all parties involved, the process should be smooth. In addition, the employees who remain employed at the company will not feel threatened or have negative emotions towards the employer.
The following are strategies employers can use to communicate terminations effectively:
At times, employers can be faced with legal headaches as a result of statements allegedly made during terminations. To avoid these lawsuits and protect your organization, always have two staff members present when terminating an employee. That way, one of the employees will serve as a witness to what occurred during the confidential meeting. It is also wise to avoid extensive conversation with the terminated employee, as most suits arise due to the statements made during the actual termination and the reasons for which the person was let go. Though minimal discussion about the reason for termination is unavoidable, keep this conversation short.
Communicating terminations is one of the least enjoyable responsibilities that many individuals hold. Management-level employees must prioritize protecting the organization while also trying to respect the employee being terminated. Balancing both of these responsibilities will yield the best results, both for the organization and the employee.