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Firing Employee – The Right Approach

By Author: Karen Taylor
Total Articles: 5

For any organization, firing someone is the hardest thing for the HR department. After all, this person was hired by the organization with great expectations. However, the organization or the person decided otherwise and might have come to the conclusion for many different reasons and break up this business relationship. Below is given the right and wrong ways to go about executing it.

SCENARIO 1: The Particular Job Isn’t a Good Fit

Don’t: Many of the organizations are found to fire employees quite easily. However, this should be the last option to go for. Why? The organization faces many negative effects on firing a person. First, the morale of the employees who are still working is undermined. And when rehiring within a year, the same job will be hired again at twice or thrice the cost.

Do: Along with the HR, the organization should try knowing the causes and if these could be fixed. If not, there could take place a two-way conversation with the aim of finding out a mutually-agreed plan. The plan could be a job rotation, retraining, or allowing some time to the employee to find out other opportunities available in the organization. And with the support of the HR, the organization should provide these people top priority. Sadly enough, one finds many organizations that use this pool of employees as an easy way to terminate and abandon them.

SCENARIO 2: Letting the Employee Go Is the Only Option

Don’t: Sometimes, people need to be let go. However, this should be done in a proper manner. There are instances where an outplacement firm is called upon to handle the process. Often these terminated employees are treated as criminals and are removed from the office in inhuman ways. The existing employees on listening about this happening get worried, thinking they could be the next ones to be removed, and this they reflect in their work. They work under fear and behave in a reactionary way.

Do: The HR should meet the impacted person personally and discuss with them about the reasons that led to the person being dismissed, and also give answers to any questions they ask about. Typically, the HR explains the next course of actions which could include providing assistance on outplacement for a long period of time in finding out a new job. This will establish the credibility of the organization. As SC human resources explain, if people are terminated in a humane way, the existing employees will have the feeling that in the event things don’t work out well, they will get the support in getting a new job. The HR professional should understand that the approach is the right to make to keep up the moral in the society.

Complete Employee Services has been providing solutions to SC human resources needs for businesses of all sizes for more than a decade.

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