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6 Strategies to Minimize the Negative Impact of Employee Separations

By Laura Poisson

There are few things leaders must do that are more difficult than terminating someone’s employment. The key to minimizing the negative impact on the affected employee and protecting morale in the workplace is to ensure that separated employees at every level are treated with dignity and respect in the process. While there is no one-size-fits-all approach to handling employee separations, here are 5 ways to minimize the negative impact. 

  1. No surprises, please: Employees sense when there is instability in the business, particularly when it comes to restructuring and job eliminations. Transparency and open, honest communication help to create trust between leadership and employees. Advanced signaling that change is in the air will give people an opportunity to prepare mentally and emotionally for change and a better platform for pivoting and moving forward once the changes have taken place.
  2. Prepare leaders for notification conversations: There is no easy way to deliver bad news; however, some things make it worse. Managers who are not properly prepared for this conversation or talk about how bad they feel delivering the news are a couple of them. Managers need to address their own feelings about the situation ahead of time and be prepared to deliver this critical news in a clear, concise, and empathetic way. Tone, facts, and fairness in delivering this message will greatly influence the outcome as well as the managers ability to appropriately handle reactions. While employment terminations happen every day, for each person this is a life disrupting and serious event. Take care of your people in this moment. Remaining employees who trust their colleagues are being treated fairly will be better positioned to help the organization move forward.
  3. Engage employees in the conversation as early as possible: The landscape of performance management is changing, allowing for more authentic, frequent and less formal conversations. When it comes to performance issues, an employee underperforming in a role for a prolonged period erodes self-confidence and progress. Whenever possible, discuss strategies to help your employee improve performance or begin a dialogue that includes parting ways and agreeing on a transition plan.
  4. Consider notice: Working notice can help to facilitate a smooth transition for both the organization and the employee. It is based on the core belief that where trust and respect is extended, it is also returned. For this arrangement to be successful, it does require close management and clear communication between HR, the manager, and the employee. When possible, this approach allows the employee the time to acclimate to the news, complete projects, and begin to prepare themselves for their job search.
  5. Create a culture of learning: Job security is not something any employer can guarantee; however creating a learning culture where individuals can take on new challenges and develop their functional and leadership skills will set them up for future success – with you or their next employer. Learn more about how our Compass program can help.
  6. Provide career transition support: For even the most successful, confident, and talented professionals, unexpected job loss is a stressful, overwhelming and difficult life experience. Participating in a career transition program – especially one focused on one-on-one support – provides individuals with an opportunity to reflect on their strengths, clarify their goals, and develop a strategy that will help them land sooner in a well-aligned job. Learn more about our Career Transition Program options here.
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