For those of us who have spent years of our HR practice doing employee relations work, we know full well how difficult terminations can be. From the initial coaching with leaders, to more detailed investigations and ultimately the separation meeting, releasing employees is for me the absolute worst part of the job.
But it has to be done.
It’s Worse For Them
Although the impact of terming an employee is often a challenge, it’s important to remember that the impact is far worse on them than it is for us. Sure, they’ve behaved in a way that now requires action, but that doesn’t mean their life is any less important than our own. Their income is about to be disrupted, perhaps for an extended period of time. Their family is going to feel significant additional stress. Their sense of self-worth might also be an issue as many of us define who we are, in part, by what we do professionally.
Grace Is Always Good
The concept of grace can take on several forms but generally is associated with offering kindness in some way. The opportunity for leaders during these stressful times is to remember the power of grace. No, we should not expect the employee being terminated to thank us afterwards; but how we choose to behave during the meeting is powerful.How About You
What mindset do you bring to the termination meeting? Are you focused on “showing them who’s boss?” Or, do you see that moment as an opportunity to handle things in a very different way?
I’d love to hear from you.
No Excuses.
pic courtesy of jonathanjones2
