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
The next problem is poor morale. Morale is the job satisfaction, outlook, and feelings of an employee. Right now, employees do not feel secure within the business and are rebelling against it. They do not have a positive outlook for the future of the business and feel betrayed because of all of the people getting let go. The employees right now have a poor morale due to all these factors.
First things first, termination of employment and employment contracts. There are a lot of significant differences in this domain between the US and EU, but foremost is that in the United States there is no legal requirement for an explicit labor contract. Most employment is on an at-will basis, which means that either the employer or employee can terminate the employment without any prior notice at any given point of time if the reasons for this are lawful. Notably, American federal laws and the US Fair Labor Standards Act do not mandate that employers should notify their employees before termination. An employer can fire an employee for any reason other than discrimination, retaliation, defamation, breach of explicit contract or fraud. On the contrary, in...
...gree and believe that they could get real results if everyone would consistently apply the company’s principles. I have learned personally in the business world consistency means a lot, all employees should have the same consequences. By letting go employees, managers and executives shows that the rules apply to all levels. It will cause everyone involved to have more respect for the company even if they don’t agree with the decision.
Additionally, they should have a severance package ready for anyone who chooses not to stay with the company.
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.
When discussing employee turnover and retention the immediate reaction is to view turnover as a negative and retention as a positive. Psychologists have been researching and documenting their findings on the subject for over 50 years, mostly focusing on why people leave organizations (Staw, 1980, p. 253). One cannot deny there are organizational costs due to an employee’s departure; however, it would be naïve not to recognize there are benefits as well. Organizations must weigh the costs of turnover, recognize the benefits, and strive to find a balance.
The termination activity I felt was a very good and straight forward activing, involving a peer for firing a subordinate. In assuming the role of the supervisor I felt it was good practice for empathizing and relating back to the subordinate who is being terminated. Also this helped for giving these types of conversations with your “intellectual self” to avoid an emotional conversation. The process I followed in was started with a clean statement of “unfortunately, we are going to have to terminate you…” After this I tried to make sure the subordinate didn’t get to emotional as calmer heads prevail in these types of situations. Also I made sure to control the conversation as the manager and not have the subordinate lead
This case study was about the president of Bubba Gump Shrimp Company, a restaurant chain specializing in seafood, whose practice structure and secret to success was to have and maintain minimal management turnover. In fact, his focus on turnover was so successful that he did not have a general manager leave for 3 years, and he has decreased management turnover from 36% to 16% in 2 years. The motivation of an organization’s employees significantly affects it success. Additionally, employee turnover, absenteeism, and tardiness weaken employee productivity.
...er off in another company or if your company would be better, off without the employee you are facing a positive situation and the financial impact may be a small sacrifice. However, if the employee is a true asset to your company it may be worth your time to try to sway him or her to rethink their decision to leave.
Layoffs are one means by which an organization can reduce expenses with the intent of improving its bottom line. Despite being typically performed as a last resort, layoffs often have a negative impact on the remaining workforce. As a manager, there are numerous areas for concern in managing the workforce going forward. The human costs related to downsizing are “immense and far-reaching” with one of the most profound being survivor syndrome according to Hanson (2015, p. 187). Also known as survivor’s guilt, this condition relates to the emotions felt by those still employed and some of the effects include decreased motivation, moral, and job satisfaction, as well as an increased proclivity to search for other employment. This volunteer turnover being another grave concern for managers, and retention of the remaining workforce is usually dependent on their existing perception of the organization and its culture (Sitlington & Marshall, 2011). Also relayed by
2. Company should try to overcome all its weakness due to which the employees are leaving the company. For e.g. Google should make sure that all d employees whether temporary or permanent should be treated equally or should have the same status in the company.
Employee turnover in organization is one of the main issues that extensively affect the overall performance of a workplace (Tariq, Ramzan and Riaz, 2013). Various studies show that employee turnover negatively affect the overall efficiency at the organization (Tariq, Ramzan and Riaz, 2013). Xiancheng, (2013) mentioned the employee turnover is a method of personal issues who decided to stop associate with the company for better advantage. There are two types of turnover which are voluntary and involuntary turnover. Voluntary turnover can be defined as the termination of the official and the psychological contract between the employee and employer (Krausz, 2002; Macdonald, 1999; Mclean Parks et al, 1999; Rousseau, 1995) while involuntary turnover inescapably lead to direct negative results such as current job is insecurity, work difficulty, and status fluctuation (Gowan and Gatewood, 1997). However, other researchers such as Haven-Tang and Jones, (2012) concluded poor management, lack of salary, bad working environment and paucity of job opportunities could be the highest causes of turnover among organization. This statement was support by Kusluvan et al., (2010) where is they had stated that poor management, low payment of salary, work environment and lack of employees’ job opportunities on the organization will make employee want to quit from their job. Turnover intention situation will appear when labour had feeling that they want to quit from current job, so voluntary and involuntary turnover will become final stage for them as their decision (AlBattat and Mat Som, 2013) but it is different for researchers such as Mosadeghrad, Ferlie and Rosbenberg (2013) when they conclude that employee turno...
Or in rare cases, the human resource manager discusses with the manager of the departing employee to think of an alternative for the employee to stay within the company.
673), retention management must be based on three types of turnover, voluntary, discharged, and downsizing. Not all businesses are freighted by turnovers, for some it is the way of life and cost is built into the budget. However, for others any type of high turnover can be detrimental for company profit, employee wage and benefits offered. First, let’s take a look at voluntary and involuntary turnover that affects retention. Voluntary turnovers are caused by many different reasons. Turnover may result from topics such as job dissatisfaction, job mismatching, knowing that job opportunities are plentiful. Two reasons that I will discuss more are micromanagement and employee loyalty. Like stated before in the introduction, when employees are dissatisfied, possibly due to being placed in an area that doesn’t fit with their skill set, one is more likely to seek new employment. Another part of turnover is discharging and downsizing. Discharge is just that, members being discharged due to discipline and job performance. While downsizing turnover is a result of business being overstaffed (Heneman III, Judge, Kammeyer-Mueller, 2015, pg. 675). There are also other reasons for voluntarily employee turnover, such as generation differences when it relates to employment. The current generations are more likely to see a job as one piece in their life puzzle rather than as the first, indispensable anchor piece without
Thaden, E. (2007). UNDERSTANDING ATTRITION AND PREDICTING EMPLOYMENT DURATIONS, Master of Science Thesis, Vanderbilt University.