Employee Termination Essay

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Last Name 1 Name Professor Course Date Investigation Into Effective Employee Termination In management, effective leadership involves the daily responsibilities of monitoring employee productivity, dealing with customers and handling the technical aspects of business. Being a manager can be fun, rewarding and socially interesting. A good manager is positive and provides support and motivation for employees. However, one of the responsibilities of a manager, along with hiring, is firing. It is commonly accepted that “employment termination is usually excruciating for everyone involved” (Zins). However, by using a structured method this process can go smoothly and with as little stress as possible. Whatever the reason, termination…show more content…
They must be neutral and calm and communicate the company message without escalation or creating a situation that could lead to legal liabilities. Emphasize that the decision was based on concrete and specific events rather than overall dissatisfaction with the employee. For example, do not say “we are not satisfied with your work.” You need to be specific and indicate the specific events, such as “you did not hand in three reports, on 12/4, 2/14 and again on 3/1.” This makes the firing about business and not personal. Keep the meeting short, less than fifteen minutes. Finally, reinforce to the terminee that the decision is final. Be prepared for emotions, but do not allow them to impact your decision making or ability communicate clearly and…show more content…
A transition plan is essential for the employees being terminated. As a manager, there are multiple methods to help make a positive transition for laid off employees. A severance package, letters of recommendation and career information can help a great deal at this stage of the process. Encouraging an employee to focus on the future is helpful.  Focus on the Remaining Employees: Managers must make sure the remaining employees are reassured that the situation is not negative. Prepare emails or memos for the remaining employees explaining the termination. Be honest and upfront about the reasons and consequences of terminations. If the termination is for absenteeism, then state that. If the company is experience financial problems, it is also a good idea to get that out in the open to avoid gossip and fear mongering. Implement a transition of responsibilities and assign duties to other associates. These three goals can improve termination transition, but more can be done. In “After the Ax Falls: Job Loss as a Career Transition”, Janina Latack analyzed termination in this new global economy and concluded that “economic and demographic pressures indicate that involuntary job Last Name
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