Whether it was due to lack of funds, inappropriate behaviour or poor performance, terminating an employee’s position is always difficult.
While the manager assigned to this task has the hard job of relaying the bad news, and the person being fired has just lost their job, this event actually affects the entire workplace.
There is a process which should be followed when it comes to managing the remaining staff after the departure of one of their own.
When one person gets fired, it creates fear for the entire team.
This is the time for a leader to be courageous and honest about the events that transpired.
Meet with your staff members as quickly as you can after they learn about the departure of their colleague and explain the reasons for your decision.
While you don’t need to relay all of the details, provide a general reference that will help calm your team’s nerves and help them understand that their jobs are not in jeopardy.
This is also the perfect time to go over the company’s mission, goals and policies, and let your staff know that you expect each and every one of them to follow these guidelines.
You may also choose to meet with the employees individually to discuss their job descriptions, responsibilities and benchmarks so that each employee is confident in what they need to do.
To really help your staff members feel confident that there will be no more layoffs, you will need to get them to trust you.
If you are a new manager, or haven’t worked on establishing a good relationship with your subordinates previously, there is no better time to start than now.
Establish regular communication patterns with your team members, letting them know the latest developments in the office.
Be open about your expectations of them, and provide regular feedback so that they are aware if they are meeting their expected benchmarks.
Your efforts in communication, team building and productivity will help to create a trusting relationship between you and your team.
Throw In Some Fun
It may seem inappropriate to think about fun when a worker has just been fired, but it may be just the thing your team needs.
Whether this involves meeting at a local pub after work or taking an extended lunch, it can provide an opportunity for your employees to relax, unwind and feel more comfortable bringing up concerns that they would at the office.
Head of Training and Development
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Mark Williams is a learning and development professional, using business psychology and multiple intelligences to create fascinating and quickly-identifiable learning initiatives in the real-world business setting. Mark’s role at MTD is to ensure that our training is leading edge, and works closely with our trainers to develop the best learning experiences for all people on learning programmes. Mark designs and delivers training programmes for businesses both small and large and strives to ensure that MTD’s clients are receiving the very best training, support and services that will really make a difference to their business.