When It Is Your Job To Let People Go
We all know that there is not such thing as an eternal job, you either have a casual, part time or full time position and as technology keeps developing and proceses change, people continually are moved inside a company or between them when they change jobs.
It is hard enough to loose a job or be misplaced from a role you thought you were good at or deserved a chance in. But have you ever imagined what it is like for the people who actually have to communicate this? How do you handle it when you are the one whose job is to let people in the company go?
The end of a season
There are many reasons why people loose their jobs, sometimes it is due to a role becoming obsolete, which is not as unusual considering the fast development of technology and innovative procedures. Other times, the reason might be attributed to the worker himself, who may have shown a lack of progress, which could easily lead to discovering better candidates. Another common reason for personnel dismissal is financial issues within the companies which throughout time leads to shortage in personnel.
Whatever it is, if you are the person in charge of letting people go at the company, it is your job to communicate the news appropriately, considering the seriousness of the situation and the end of a season. So what is the best way of doing this process? I hope the following tips help you out.
Recognising the good and celebrating it
Even though the time has come for the worker to leave your company, you always have to be mindful that no matter what the reason for their dismissal is, they contributed to the company’s growth in a way or another (hopefully). This is the very reason why it is necessary for you as a representative of the company to recognise the efforts and contributions of this person in their time of service.
Celebrating the good things that have been established in their working season, completely changes the atmosphere of the meeting already, and it helps the person recognise that even though their mistakes or lacks could’ve taken them out of their current job, they also have the ability of doing things right if they set their minds to it.
Placing value on leaving employees
It is very important to help people realise that they are not their mistakes, and specially when someone is going through such a situation, questions about their worth and abilities will come into place. This is where you have the power in your hands to help an employee leave the company empowered instead of diminished, which could make the biggest difference when it comes to taking their next step in life.
Feedback is always good when it is done from a place of healthy critique to help someone grow, if they accept it, provide the workers with feedback about some things they should avoid or improve at their next job. Just be mindful that some could be pretty offended by the situation and therefore not have the willingness to listen to anything you would like to say, but that will be indeed their loss and not your fault.
Tips for the future
Losing a job might give people a feeling of standing on very unstable ground, this situation is usually filled with uncertainty and disorientation, so the best thing you could do is give people a head start for their next season and give them some tips for the future. You can start by helping them understand the legal procedures they will undergo, including any payments they will receive or won’t according to their situation. If you have watched them working closely, or have heard any positive feedback from their oversights, you could also help them realise some of their strengths and make career or next steps suggestions for them.
Treat them as you would like to be treated
You have probably been placed in the position you have now because you are good at dealing with and relating to people, so I would advice you to use the authority and power you have been given to make this process easier for both the company and the workers. I would suggest for you to always have in mind the golden rule, of treating people as you would like to be treated if you were in their shoes!
Hope this article helped you a little bit navigating this job profile.
What else would you consider when it is your job to let people go? Let us know!