How to Keep Relationship with Employee after Termination

Here are five suggestions to help alleviate some of the stress for everyone concerned on every situation related to workers compensation termination as well as illegal firing of employee.

1. Respect one another

Being laid off may be as distressing as losing a loved one or going through a divorce. It is painful in case of wrongful termination of federal employee too. Recognize that this will be a difficult time for the employee, and treat them with respect.

It is needed to put themselves in the shoes of the other person when there is forced termination of employment, or any. How would you like to be treated if you were on the receiving end of this conversation?

2. Prepare yourself for the talk.

Too many times, I’ve seen managers bumble their way through a termination and then explain to the company’s lawyer why they notified an employee who was being dismissed for cause and how much they will be missed. Its so extreme when there is wrongful termination during probationary period.

Before you meet with the employee, think about what you want to say. Make some notes, and if necessary, you may peek down at your bullet points without interfering with the dialogue.

3. Be succinct and straightforward

Managers who are conducting terminations frequently make the mistake of going over the whole work history to explain why someone is being fired. This is excruciatingly painful and pointless. Isn’t it your objective for the employee to exit the meeting unscathed?

If you’ve had a previous meeting, quickly review what happened and explain why you’re meeting today. Avoid sugarcoating your message to avoid causing misunderstanding and leaving a sour taste in the employee’s mouth.

Let the employee know why he’s being fired, what his final day is, and any other details he’ll need when he leaves the company. Allow time for the employee to absorb what you just stated.

If he continues to press you to address matters that occurred months ago, respectfully reject by informing him that you will not go through the entire file again because you have already discussed them.

4. Keep an eye on the prize.

The objective of every employee termination is to make the employee’s departure from the company as seamless as feasible. When you return power to the employee, you may accomplish this. When an employee believes they have a choice, this happens.

In many cases, rather of firing an employee, the employer might offer the person the option to quit. This strategy helps the employee to keep his or her dignity. Rather of having to inform a loved one they’ve been fired, they may go home and tell their spouse they’ve simply quit their job.

Finally, the employee may go with dignity, and you won’t have to worry about others in the company looking at you like you’re the Grim Reaper.

5. Make a smooth transition

Make every effort to make the transition as smooth as possible. There will be instances when you will have to fire an employee for no fault of their own.

If this happens, make a point of offering to expand your network on their behalf. To guarantee that the employee has a smooth transition, advocate for outplacement support and increased compensation.

It’s never easy to let go of an employee (especially one you had a chummy relationship with). When done correctly, though, you may walk away while being courteous. Who knows, once all is said and done, you could still have a relationship.