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Downsizing with Dignity
Bob Weinstein is a journalist who covers technology, project management, the workplace and career development.
Most managers handle the dreaded task of terminating employees badly. The biggest mistake they make is terminating employees in a harsh, unkind and insensitive way. The manner in which employees are fired often dictates their feelings about being let go. And those feelings often fuel lawsuits. Right or wrong, if employees feel that they are being unfairly treated, they perceive it as grounds for a lawsuit.
The reason managers owners often botch the termination process is because they’re winging it and don’t have the luxury of guidance from human resource specialists. They either say inappropriate things or fail to handle it expediently and professionally.
Here are seven tips that can take some of the angst and pain out of termination:
1. Think carefully about what to say. The bad news ought to be delivered quickly, professionally and sensitively. Then allow the terminated employee time to digest the information and respond. Encourage questions. To ensure that it goes smoothly, jot down notes beforehand so that important points are covered. A rehearsal wouldn’t be a bad idea.
2. Avoid a clinical approach. Many managers take a cold, clinical approach, fearing they’ll be sued for saying the wrong thing. Being too cautious makes them seem heartless. Don’t lose sight of what’s happening: Suddenly an employee …
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