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6/12/2017 |
Insights |
How To Remain Authentic When Terminating An Employee |
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How To Remain Authentic When Terminating An Employee by Catherine Iste Well-intentioned legal advice, fears of lawsuits and simply the awfulness of the conversation can leave many business leaders dreading terminations. Unfortunately, that often results in mediocre employees getting more chances than they deserve, which can have a negative effect on the rest of the office. Here are some tips on how to face the idea of letting an employee go and ways to remain authentic during the termination. Don't do me any favors It may seem like smaller organizations are nimbler and therefore more efficient at conducting terminations than big companies, but often the opposite is true. The relationships within many small employers are often longer, more personal or more complicated than those in larger companies. Further, in small organizations, there is no bureaucracy to hide behind and often no HR department to help with the termination. Leaders and owners must address the unpleasant task on their own and face to face. Because of this, they often rationalize away the justifications or just flat-out avoid the issue. Yet, while conducting a termination may seem awful, there are two good reasons to do it. First, not facing the immediate problem often creates a long-term, systemic issue because it sends the message that employees are not held accountable consistently and fairly. Second, being let go by an organization leader can be a benefit to the soon-to-be-ex-employee. Terminations are tough, but the best way to make it easier for everyone is to do it respectfully. A great way to ensure fired employees feel they are being treated with dignity on their way out is if a leader sits with them and briefly explains the situation. Thus, taking ownership of the conversation and clearly conveying professionalism during the termination will help the entire process proceed a little easier for everyone involved. Read full article on MultiBriefs.
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