How to Terminate Effectively

The downside to being a manager is the day will come when you need to terminate another employee. Whether you are the person doing the termination, or you are the person being terminated there is a lot of different feelings involved the moment it all comes down. The process should be approached in a manner that allows both positions to understand why they are at that place today. Frank discussion on job performance should be discussed in a civil none accusatory professional tone. In the event that the employee was not completely equipped to perform the career tasks needed, review of what skills were lacked and how they could be obtained would be very beneficial.

The term “termination” sounds ominous, most people react with the thoughts that the person on the receiving end had to do something very wrong. This is not always true. In fact with the current economic situation many employees have had their work status changed to terminated through no fault of their own. The term itself is only a classification of the current status of the employee, not a descriptive adjective related to their performance. Overcoming the stigma associated with being terminated is no easy course. How the actual process evolves has a lot to do with the attitude of the terminated as they go on to a new position.

Departure interviews can go a long way in helping those employees that will be transitioning. There is the chance to review performance, positive and negative, and to substantiate the company’s policy on information that could be released regarding the employment relationship. Mass terminations due to economic hardships should also address what resources will be available to the transitioning employees in regards to health benefits and unemployment or insurance matters. Some companies may offer the services of supplying job fair listings or contact information for recruitment firms like RDG Careers in Toronto Canada.