PROPOSE THREE (3) WAYS THAT A MANAGER CAN COPE WITH ANY NEGATIVE EMOTIONS THAT MAY ACCOMPANY AN EMPLOYEE LAYOFF.
One way that a manager can help ease the pain of an employee that’s been laid off is to grant the employee a generous severance package which could provide economic benefits that reflects management’s compassion and understanding of the impact of the termination. Although the trend is for companies to offer less in severance payments, 93 percent of them require employees to sign releases of liability in order to receive severance pay.
A great way to help soften the blow of a layoff is for the company or manager to do their best to find those ...view middle of the document...
The immediate supervisor of the laid off employee should be responsible because he or she is usually the one most familiar with the reasons for the discharge. Sometimes it’s best to have a third party or witness available so the person does not feel that he or she is being treated unfairly.
Step #2 The meeting should be conducted out of sight and no place within earshot where other employees can hear the conversation. It should also be held somewhere where as to not alert other workers to what is going on. Sometimes it’s best to hold the meeting in a public place because it may be easier to avoid emotional outbursts on anyone’s part and it will be easy to end the meeting by just getting up and walking away.
Step #3 The best time to hold the meeting is early in the day and early in the week . I think this is a very important part of the dismissal meeting due to my own personal experience. In 2003 I was part of a company’s downsizing and I got laid off and the timing was terrible, I had just returned from out of state where I had attended my grandfather’s funeral and on my first day back to work my supervisor informed me that I was getting laid off due to downsizing and confiscated my work van, laptop, cell phone, and pager. I was devastated by the uncertainness of my future but the company did give me a nice severance package to help me get along for about 2 months. Avoiding Fridays and the day before a holiday or vacation is best because letting an employee go on a Friday gives the employee two days to contemplate his treatment by the company and to look for ways to retaliate. Discharging a person early in the week provides him with an opportunity to focus on the future and begin looking for a new job right away.
Step #4 The actual meeting should last about 10 to 15 minutes and have the sole purpose of providing a simple and precise statement of the decision to terminate the employment relationship. During the meeting make sure that there is an adequate reason for the discharge. Many workers sue their ex-employers because they really want a full explanation of why they were let go and a chance to give their side of the story. You should seek out the employee’s explanation or interpretation of events, allow them to vent a little bit without interrupting them. Making it clear that the decision is final is very important also because this way it’s easier to keep your cool and keep control of the situation. Briefly running through the benefits ensures the employee understands his vacation pay, separation pay and continuation of health insurance and life insurance that you are offering. You also need to explain the job reference policy to the employee like if the policy is to provide only job title, dates of employment, and salary history. The final thing to do during the meeting is to collect the company’s property like keys, cell phones, company car, company credit cards and any other property belonging to...