Managing Dismissals Intelligently

by Lidia Spencer.
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Many corporations prefer that the human resources department handle dismissals to avoid any legal problems. You may not have this option. If you’re required to let someone go, please do it respectfully and intelligently. They are human beings and are experiencing one of life’s great unpleasantnesses.

First, no dismissal should ever come as a surprise. If you have been counseling the individual and have set very well-defined milestones and goals, he or she should clearly understand when the recovery period is over. Don’t waiver or avoid the issue. It just makes it harder in the end. Here are a few tips:

  • Meet with your HR personnel first to get guidance.
  • Make sure, once again, that you have all your facts straight.
  • Retreat to a quiet location for the dismissal, but do it on company property if possible.
  • Be precise and firm. Don’t drift around the subject.
  • Be prepared for a defense or pleading. If you have done your homework, these will not change your decision.
  • Do not blame it on others or add your regrets.
  • If you believe it will be strongly emotional, have another person standing by outside the office.
  • Do not tell the person he or she can keep working for a while. This won’t do any good and might intentionally or unintentionally damage your operation.
  • Collect all the company property immediately.
  • Document everything.
  • Make sure the person can get home safely
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