This morning’s Globe and Mail newspaper had a good article on how mismanaged layoffs can go horribly wrong (http://www.theglobeandmail.com/report-on-business/careers/management/layoffs-can-go-horribly-wrong-if-mismanaged/article12870186/). As a transition coach, I have been present at hundreds of terminations – and not on-site at many more. I can tell you, they run the gamut – from hiring managers who cry during the termination because they feel so bad (trust me, this is NOT good) to others who get it over with in 30 seconds with little regard for the employee (or at least that’s how it looks. I like to think they feel bad or are just not well prepared, that they race through it). I’ve seen companies who prepare well – with the manager and HR present – who follow procedure and still things go sideways. I’ve seen companies with no HR present and a manager who has never done terminated an employee before.
What is the single most important thing? Have a transition consultant present. Trust me, it’s the best $$ you will have ever spent. Why? Because we meet with the manager and HR just prior to the termination to ensure all the t’s are crossed and the I’s are dotted. We coach nervous managers – we script first-time managers – and most importantly, we ensure the employee leaves with his dignity intact. If you are offering transition support after the fact but not on-site at the time of the notice, please know that many employees do not take advantage of the services because they have not built that connection with the transition consultant during the termination itself. You want your employee to find another role. You want your employee to not feel so bad about the experience and think well of your organization. Most importantly, you want your employee to be safe. A transition consultant can do all of this.
Regardless of whether or not you choose transition support and whether or not you have a consultant on-site, here are some tips to follow:
1. Prepare, prepare, prepare. Know the law. Know what you must provide to the employee in terms of notice and severance and know what you want to offer over and above that amount – taking into account the employee’s length of service and position. A lawyer can provide good advice here. A fair package can go a long way toward positioning your organization as a good employer who takes care of its employees – on the way in and on the way out. And please, proof your termination letter. There’s nothing worse that handing an employee a letter chock full of typos – and I’ve seen that, too.
2. Script the manager. The manager should be present at the notice and should speak first. Keep it short and sweet. Do not get into an argument or long discussion. This is not the time or place. Once the message is delivered, thank the employee for her service and exit the room. Leave the rest to the HR professional.
3. Ensure the HR person is scripted. Review the package and details, discuss who the employee can call and what the procedure is. Introduce the transition consultant – if you are providing one at notice – and leave the room. Let the transition coach take over from here. The transition coach will speak with the employee, tell him about the process and services offered and ensure the employee is okay to exit. We even follow up that evening and again in the morning. We build that connection immediately and help ease the transition. We ensure the employee knows there is support and that we will build out a plan with him to help him succeed in finding his next great opportunity. We offer hope.
4. If there is no transition support at the time of notice, ensure the employee is in the right frame of mind to leave – if he is exiting immediately. Offer a cab, even if the employee has a car. She may not be in the right frame of mind to drive. The safety of the employee is paramount. Bear in mind that this is a traumatic time for the employee and everyone reacts differently. Silence is not necessarily acceptance. Above all, ensure the employee leaves with his dignity intact and that folks are not standing around watching the departure. Be sensitive.
Remember, how you treat your employees is reflective of your company. These are just a few pointers. Want more information? Contact me at Goffredo Consulting Group Inc. and learn more about our services. We’re here to help you!
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