Three Ways that a Manager can Cope with Negative Emotions
After an employee layoff, a manager can expect that that remaining employees will show signs of signs of distrust towards management, feel anxiety, and their productivity may decrease. Following a layoff, management should communicate individually with their staff and share that they are valued employees. Explain to them why and how they are valued; tell them what you feel they contribute to your effective, continuously improving work environment (Heathfield, 2014). It is important for employees to know how they are contributing to the goals of the company and its profitability. If the employee understands their value and management has confirmed their value to the company; it should
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Advance notice may save the organization money in severance packages and unemployment tax costs, if the employee finds a job with another company. Should an employee require to be terminated; it should be conducted by the supervisor in a private setting. Job termination can be very embarrassing for some employees; therefore, it should be done is the most respectful way possible. If the situation could be volatile or the company could expect a legal suit following the termination; a third party should observe the termination process. The third party should be briefed beforehand that they only observe (serve as a witness during the process) and possibly diffuse any situation should one occur. The location should be in a neutral area that is out of the view and hearing distance of the employee’s co-workers, this once again helps preserve the employee’s dignity. The meeting should be held in the morning and early in the week. This allows the person to immediately begin focusing on their job search process and avoid brooding over be terminated and thinking of themselves as a victim. People are fresher and better equipped to deal with adversity and stress earlier in the day (Unattributed, 2012). Employees are inclined to be tired at the end of the day, thus more likely to react combatively to a termination notification. …show more content…
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Examples include rumination of an employee due to drug use and layoffs during times of downturn (Noe, Hollenbeck, Gerhart, & Wright, 2014, p. 305). Voluntary turnover is turnover initiated by the employee, often when the organization would prefer to keep them (Noe, Hollenbeck, Gerhart, & Wright, 2014, p. 305). Examples of these are employee retirement, or when an employee takes a job at a different organization. Both turnovers are costly to the organizations, training new hires takes time and money and replacing those works is expensive. Employees that left because of extreme job dissatisfaction can deliver bad publicity and shine an unfavorable light towards the organization in which the employee
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In a managerial position, it is difficult to explain to an employee that he or she is being laid off, but Terrence Moore gives a guideline on how it should be done. Small talk should be avoided. Management should clearly explain that the employee is being laid off and be prepared to answer questions directly; avoid beating around the bush.
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Without understand the negative impacts of turnover, a company may be placing itself in a position that will ultimately lead to their demise. We are going to solve our problems and set our company on the path to success, a success that is not only reflected in our bottom line but also our employees’ morale.
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