Laying off - how to do it properly?
21.01.2020
Laying off - how to do it properly?
Unfortunately, in the life cycle of every company, apart from the stage of hiring an employee, there also comes a moment when we have to say goodbye to a given person. This is not a matter of our personal relationship, but a purely business point of view. The reason for dismissal, apart from obvious situations where the employee performs his duties poorly, is the direction in which the business is heading, and to which the employee himself is not heading. In addition, employees often do not see themselves in a given role when the company accelerates and glides in a direction that is distant from the employee's assumptions. Of course, these reasons are closely correlated with errors during the recruitment itself and poor selection of associates, but let's leave this topic for later. Let's think about how to approach the subject of parting with an employee, so as to maintain full professionalism on the one hand, and not to injure the employee on the other?
1. Do it ASAP
There is nothing worse than a long delay in dismissal. By doing so, you are hurting not only your business, but also the employee who deludes himself that everything is fine. One of the basic mistakes of employment on the business side is recruiting too quickly and firing too slowly. It is never appropriate to put off parting with an employee until later if you feel the time has come.
2. Let the person go as soon as possible
You probably know the saying: a mercenary makes no worker. This also applies to the issue of leaving the company. Do not keep a candidate on a long notice unless it is required by a specific project situation. Try to "let go" of the candidate as soon as possible. Thanks to this, this person will be grateful to you that he has more time to find something new. In addition, a dismissed person certainly does not raise the morale of the team, which may negatively affect the remaining employees.
3. Be professionally prepared
At the meeting with the employee that ends your mutual history, be prepared and professional. Remember that after such a meeting, the employee needs to know how many days are left in the company, what is the issue of recent settlements, outstanding matters, duties/tasks, holidays, etc. Use strong phrases - saying: "I have decided that we must part" will be much better than a hesitation on your part, like "we've been working together for a while and I think we have to part ways."
4. Whoever hired - fired
If you hired the employee, you also fire him. This is how it should work in any self-respecting company. It was you who made a mistake during recruitment and misjudged the candidate's fit to the organizational culture. A person who is laid off deserves contact with the person who employed them.
5. Informing the team
If you dismiss a person from the management, after the meeting with the employee, also inform his team, and then the entire company. Designate a person to report to from now on – ideally, you play this role yourself at the very beginning. Thanks to this, you will learn how the department works and what its needs are. The very reason for the dismissal should remain between you and the dismissed employee. Don't slander anyone, don't say bad words about the person you fired. Keep it professional.
6. Help
Offer help to the person being laid off. It can be both help in completing the most important tasks in the company and help in finding a new job. Thanks to this, you will part with your employee on good terms, and you will help a friendly company find a good employee. Sometimes, as a result of the transfer, you will save not only time, but also money
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