It shouldn't come as a surprise.
If you are doing your job as a Manager/Supv. it shouldn't be a huge surprise that someone is being let go for performance issues. There should have been several discussions regarding performance and...
View ArticleThought Provoking
1) I'm assuming that if it is for performance reasons, you've already provided the person with feedback along the way, opportunities to improve, etc. It really should never be a surprise.2) I would...
View ArticleStandard practise in many companies
It has been standard practise at the last three companies I've worked at, that an HR representative be present during the meeting.It isn't because they think employees are weak, or that the manager is...
View ArticleIt shouldn't be a surprise
I think one thing many people are overlooking is that there are really only two reasons to lay someone off: the company is downsizing (no fault of employee) or the person isn't performing. If it is the...
View Article" ...we are about to have a very tough discussion about your...
Bollocks.There will be no discussion. Be sure to add, especially if you have never been downsized, rightsized, made redundant, etc. that you "know how hard this must be for you."
View ArticleThe reasons don't matter
In California, employment is described as "at will". Meaning either party, employee or employer, can terminate the relationship at any time. There is no obligation for either to continue participation....
View ArticleUse facial expressions or voice tone to indicate the solemnity...
#1 seems passive-aggressive and in fact, I sense that in general with the article. It's as if there was nothing that led up to this and you had to drop it on the employee out of the blue.
View Articlethe 9 step problem - wrong at so many levels!
If an organization follows these steps, they should stop lamenting the fact that employee loyalty and morality is dying! Where is the compassion, the understanding, etc. While running a business is not...
View ArticleBest Practises
At one large corporation where I worked, the IT manager received a note in the morning if anyone was being laid off or fired. It gave that person the time the meeting with Management/HR would take...
View ArticleNot in the UK
Just to say, that if you follow these steps in the UK, you'd find yourself in front of an Industrial Tribunal quicker than you can say "Performance Management" with the judgement going against you and...
View ArticleThe only useful tip is -- stop 30 seconds to allow the news to sink in..
The rest? I just can't agree with any. Especially the point about not allowing questions or not giving an explaining is downright unprofessional. If you are not going to let the employee ask questions,...
View ArticleFar from impressed
Send them an email with this is important in it to set up the discussion.So aside from a potential drop in performance due to worry, you can get a bit more work out of them before you kick their arse...
View ArticleShould be done by the person who made the decision
Call it what you like bollocks, minerals, intestinal fortitude, courage ....A key point completely missing from your post. What is the purpose of firing / letting someone go. The why should be clear,...
View ArticleRevise step #3
If you tell the person 'about to have a very tough discussion', then at least attempt that process! There is no debate (a final decision is already made), but there needs to be discussion of various...
View ArticleNo Debate...
I believe you are confusing debating a decision with offering reasons behind the decision. You do not want to get into an argument over the decision. You should provide them with reasons if applicable....
View ArticleRight on all counts
So RIGHT on all counts. As an IT manager who also has responsibility for HR (for 20 years), I can definitely tell you that the advice in this article is sound, and that if you handle future...
View ArticleSpeaking of "At Will"
Many years ago I got a job with an insurance man in Monterey, CA. One of his agents told me she thought I'd do OK, but just remember never to ask the man for a raise. A few years previously, his office...
View ArticleRight on all counts
Thanks for sharing your perspective as an HR leader. I think it will help many of those who read this blog. - John
View ArticleTermination Tips
Incredible that there is no reference to conferring with security professionals prior to the termination. Does the employee have a prospensity for violence? Gun permit? Google Episcopal High School...
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