This is a painful task, but sometimes it must be done. And it must be done with full awareness that the law must be followed. Be careful. At the same time, make sure that the person is treated with respect.
Here are some suggestions on what to say and do in this situation:
WORK CLOSELY WITH HUMAN RESOURCES
Use the expertise and support of the HR Department. Make sure you know what to say to the individual to be dismissed. It is best to have a HR representative at the meeting. That person can also supply information regarding any questions that come up.
KEEP YOUR BOSS FULLY INFORMED
No surprises here.
DON’T DELAY
It won’t get any easier by putting it off. Get prepared and do it. In the same vein, be very direct in what you say. For example, “ I have some bad news for you. This is your last day of work.” Go ahead, then, and explain the process and what the company is going to do for the person. The HR representative will help supply the exact details.
TIMING IS IMPORTANT
Try and do it at the end of the day. Then you can assist the person get their things together to leave the building as soon as possible.
FOR CAUSE
In some cases the person is dismissed because of performance or because of changing needs of the company. Sometimes persons can be counseled into another position if their skills fit. Usually, the dismissal is no surprise to the person and this makes it easier.
DOWNSIZING
Sometimes you may have to reduce the size of your department because of a reduction of budget. Those who are dismissed may be performing well and this will come as a total surprise. They may react emotionally. Explain the reasons calmly and try to get the person to move on to the next stage.
TALK TO YOUR TEAM AFTERWARD
Word spreads quickly. Try to meet with your team immediately. Usually avoid discussing the reasons for the dismissal. Turn the discussion to what needs to be done now to continue effective performance in the department.
Be Gentle
POINTS TO REMEMBER:
⦁ Work with H.R.
⦁ Don’t put it off
⦁ Be direct and transparent
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