Terminations are a minefield, emotionally and legally. Unfortunately they are a necessary task. But whether you are downsizing or terminating an employee due to poor performance, as an employer your terminations should be conducted in a professional manner. So, I have a few pointers for you to consider that may make the process a bit easier on everyone.
Timing? At one time I worked with an organization whose policy it was to never terminate an employee from the first of November through the end of the year. This holiday avoidance "practice" was one of the most employee friendly policies I had ever seen. And, it's a practice that I encourage all employers to use. We all know that the holidays are extremely stressful for any person. Compound the stress of the holidays with the emotional impact of losing a job and it can be devastating to the employee. (The loss of a job has an equal and similar impact on an employee's emotion as a death or divorce.)
While there is no good day for a termination, I recommend that you never terminate an employee on a Friday. I always recommend a Monday or Tuesday. Terminating an employee early in the week allows the employee to be proactive in terms of filing for unemployment benefits and looking for another job. Encourage the employee to begin their search early, additionally help them by providing the instructions necessary to file for unemployment benefits (if eligible).
Why not terminate on a Friday? The former employee is just sitting there doing nothing but thinking about how you fired them! Do you want that employee building hostility towards you over the weekend?
How? Well, never by telephone, text or email. There is no law addressing exactly how an employee should be terminated and there are pros and cons to every situation. And sometimes the manager has no choice but to terminate an employee by phone (such as employees that have abandoned their job, remote employees, or those situations of gross misbehavior, etc.).
I believe that terminations should be face to face. Show the employee respect and they’ll have respect for the company in return. Remember, terminated employees talk among their family and friends. Handling the employee with respect may lead the employee to recommending your organization as a good place to work. Consider the employee a potential goodwill ambassador. Another point to consider is the attitude of your remaining employees. If you terminate an employee in a professional and respectful manner, the remaining employees will be assured that they will receive the same treatment. And, they'll respect you for it!
Be prepared for emotions, don’t try to remove them from the process. Stand in the employees' shoes for a moment and understand his/her range of emotions. Terminations are a sad chapter in anyones life. *I once observed an HR Generalist who during a termination process, broke down into tears. She was handling the termination! While I always have a box of tissues handy in HR for employees (for any reason), having to hand one to the HR Generalist and her lack of professionalism left me close to speechless. Please don't do this!* If you have an EAP (Employee Assistance Program), ensure you provide the contact information to the employee. As a manager, I doubt that you are trained in counseling. My recommendation is that you show concern, but recognize your professional and personal limitations.
Ensure the employee's privacy during a termination. I recommend holding terminations in a conference room or other area away from prying eyes. In addition to providing a level of privacy during the termination, the area may allow the employee a “decompression period" after the termination. The individual may need some time to compose him/herself prior to leaving the room.
Allow the terminated employee some control over how they leave and allow them to leave with dignity. Timing, again is everything. Consider how/if the employee is to be escorted from the building. Can the employee say goodbye to his/her co-workers? Does the employee need to pack up their desk? Did the employee car-pool? As an employer try to make the process as painless and seamless as possible.
In closing, I have to throw the following quote in: “Firing employees is the riskiest thing you can do at work with your clothes on,” says Jay Shepherd, author of Firing at Will, A Managers Guide. Read his book – there’s some good advice in there!
Timing? At one time I worked with an organization whose policy it was to never terminate an employee from the first of November through the end of the year. This holiday avoidance "practice" was one of the most employee friendly policies I had ever seen. And, it's a practice that I encourage all employers to use. We all know that the holidays are extremely stressful for any person. Compound the stress of the holidays with the emotional impact of losing a job and it can be devastating to the employee. (The loss of a job has an equal and similar impact on an employee's emotion as a death or divorce.)
While there is no good day for a termination, I recommend that you never terminate an employee on a Friday. I always recommend a Monday or Tuesday. Terminating an employee early in the week allows the employee to be proactive in terms of filing for unemployment benefits and looking for another job. Encourage the employee to begin their search early, additionally help them by providing the instructions necessary to file for unemployment benefits (if eligible).
Why not terminate on a Friday? The former employee is just sitting there doing nothing but thinking about how you fired them! Do you want that employee building hostility towards you over the weekend?
How? Well, never by telephone, text or email. There is no law addressing exactly how an employee should be terminated and there are pros and cons to every situation. And sometimes the manager has no choice but to terminate an employee by phone (such as employees that have abandoned their job, remote employees, or those situations of gross misbehavior, etc.).
I believe that terminations should be face to face. Show the employee respect and they’ll have respect for the company in return. Remember, terminated employees talk among their family and friends. Handling the employee with respect may lead the employee to recommending your organization as a good place to work. Consider the employee a potential goodwill ambassador. Another point to consider is the attitude of your remaining employees. If you terminate an employee in a professional and respectful manner, the remaining employees will be assured that they will receive the same treatment. And, they'll respect you for it!
Be prepared for emotions, don’t try to remove them from the process. Stand in the employees' shoes for a moment and understand his/her range of emotions. Terminations are a sad chapter in anyones life. *I once observed an HR Generalist who during a termination process, broke down into tears. She was handling the termination! While I always have a box of tissues handy in HR for employees (for any reason), having to hand one to the HR Generalist and her lack of professionalism left me close to speechless. Please don't do this!* If you have an EAP (Employee Assistance Program), ensure you provide the contact information to the employee. As a manager, I doubt that you are trained in counseling. My recommendation is that you show concern, but recognize your professional and personal limitations.
Ensure the employee's privacy during a termination. I recommend holding terminations in a conference room or other area away from prying eyes. In addition to providing a level of privacy during the termination, the area may allow the employee a “decompression period" after the termination. The individual may need some time to compose him/herself prior to leaving the room.
Allow the terminated employee some control over how they leave and allow them to leave with dignity. Timing, again is everything. Consider how/if the employee is to be escorted from the building. Can the employee say goodbye to his/her co-workers? Does the employee need to pack up their desk? Did the employee car-pool? As an employer try to make the process as painless and seamless as possible.
In closing, I have to throw the following quote in: “Firing employees is the riskiest thing you can do at work with your clothes on,” says Jay Shepherd, author of Firing at Will, A Managers Guide. Read his book – there’s some good advice in there!
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