Letting an employee go will always be the most complicated task that we have to deal with in a company. No matter how many times you’ve done this, it’s never a comfortable task to accomplish. It’s a challenging subject to approach as it affects the employee’s career, self-esteem, and income, and the team’s morale. It’s harder for the teammates who get to handle the project that the employee leaves behind.
Overall, it’s a sensitive issue that needs to be handled carefully. So, here are four steps to follow on “how to let go of an employee” the right way.
1. Choose the Right Time and Location
Termination is a subject that’s hard to discuss with other people around. As much as possible, it’s advised to choose an appropriate time and location. It’s also crucial for managers to consider scheduling the meeting early in the morning or after work hours.
This way, the conversation will only be limited to the affected persons. It’s also a way to avoid rumors circulating in the office. Another consideration is setting up a time where the employee can gather belongings discreetly.
2. Give Them the Opportunity to Speak
Communication is essential when dealing with a sensitive subject such as letting go of an employee. As much as possible, the meeting should be in a private setting. Beforehand, it’s important to prepare a script that lets you briefly go over why the management reached this decision.
However, take note that communication is never a one-way street. So during the private one-on-one, it’s important to let the employees speak their minds as well. You can let the employee relay their side of the story. Although you allow them to defend themselves, be sure to express that the decision is final.
3. Focus on the Facts
The work environment inevitably has some rumors circulating. However, before letting go of an employee, it’s important to focus on the facts. So as the person in charge, it’s time to double-check why the employee needs to leave the company. As much as possible, it’s important to verify facts before making a life-changing decision on the employee’s part.
When letting go of an employee, it’s not a great idea to attack the employee as a person. Be sure to focus on the work performance instead of recounting why the company chose to let them go.
At the same time, you need to follow specific laws that you can find in your region. In some instances, severance pay is necessary.
4. Be Respectful
Letting go of an employee might be a challenging task, especially if you’re the one who’ll decide who needs to leave the team. However, it’s important to stay respectful and discreet when breaking the news to the employee. Always make sure you have a script to get straight to the point and avoid going in circles. In this case, a more extended meeting will not benefit both of you. As much as possible, choose to be concise and summarize what you need to say.
If ever an employee doesn’t meet the company’s standards and is not a good fit, don’t insult the employee. Likewise, if ever an employee has a poor performance, then don’t say that they’re “bad” at the job. It’s also not a great option to question their intelligence and skills. Inform the employee that their performance does not meet the criteria for the job description assigned to them.
Be sure to avoid words that you would not want to hear from your manager. At the same time, don’t sugarcoat your words. As much as possible, keep your tone firm yet respectful.
