Nobody wants to be on either end of the table during a termination proceeding. It put both parties in a stressful situation. Many mangers follow an avoidance policy when it comes to terminating underperforming or disruptive employees.
Layoffs become inevitable. It’s better to have a practical approach.
Step 1: Reviewing Performance
In a small organization, the ratio of managers to executives is 1:10; in an organization of 100,000 employees there will be 1,111 mangers.
There is a responsibility associated with this span of control. You need to monitor the performance and efficiency of every employee. If an employee is not a suitable, or aligned with the company’s goal, it may be better to let them go. But it’s not that simple.
First, with the help of a performance review, you communicate areas of improvements to the concerned employee. Clearly outline your expectation, and set measurable targets. This way, you can monitor their growth and improvement.
If in spite of meetings and warnings, they do not fail to come up to expectations, disciplinary action may be taken, before termination. That way, you have concrete evidence of no foul play or discrimination.
Step 2: Change The Way You Think
Lay off is associated with negativity, guilt, and shame. If an employee is not a perfect fit for the company, the relationship won’t be productive in the long-run.
By letting an employee go, you give them a chance to explore other avenues. People might stick with a job they are not passionate about for the sake of comfort; a layoff might challenge them to branch into new things.
Step 3: Stop Beating Around The Bush
If there are no results after several performance reviews and notices, it’s time to let them go. Stop avoiding the subject, and let the employee know if you are unsatisfied with their work, or if the needs of business have changed. Do it professionally after discussing with the HR.
Etiquettes Of Terminating An Employment
Follow simple courtesies while firing and individual. This can save your company from a potential lawsuit.
- ALWAYS do it in private.
- Be compassionate; let them ask questions and make sure you provide relevant information.
- As per your company’s policy, you can offer them career development services like, counseling or recommendation.
- Give them adequate time to leave.
- Make sure the HR communicates the news to all departments in a formal manner.
Are you stressed about an upcoming layoff?
Call 1-877-803-3486 for immediate help. DFRI provides HR Consultancy Services and workforce advisory services to individuals and organization. The can help you in resolving day-to-day workplace problems in a tactful manner. Moreover, they also provide strategic solutions and ensure long-term relationship with employees.