Announcing an employee’s termination can be difficult. Finding the balance between not saying enough and saying too much and it’s not much fun either. But with the right approach, you can actually bring your team closer together.
You may be tempted to not say anything and take an “out of sight, out of mind” approach. But that is almost always a bad decision. If you don’t communicate:
- Gossip will likely spread like wildfire
- Trust in the employer or management may erode
- Employees may feel their jobs are in jeopardy and begin to look elsewhere
- Fear may spread that company-wide layoffs are coming
- Office communication may break down
- People may worry they will have to take on too much work until a replacement is found
The key is to keep your delivery simple and to back it up with good, consistent policies.
Just say no to drama
The best way to approach the announcement of an employee termination is to share only the facts. Here’s the basic speech:
_______ no longer works here.
Our transition plan is ____________.
If you have any questions, speak to __________.
Simple as that.
Just deliver your lines in a quiet, calm voice. This will go a long way toward mitigating any fears your team may have.
Nip rumors in the bud
If you suspect the rumor mill is cranking up and distracting people from their work, don’t waste any time. Bring the person instigating the problem into your office and have a calm conversation.
Choose the timing and medium
How you announce someone has been fired generally depends on:
- The size of your team
- Employees’ relationships with the person who was terminated
Timing
Take a deep breath and get your thoughts together first. You don’t have to break the news immediately.
- Let direct co-workers know within an hour or two, but be sensitive to interrupting workflow.
- If the rest of your team’s contact with the terminated individual is casual or infrequent, it’s OK to tell them the next day.
Firing an employee early or late in the day is often less uncomfortable for everyone, as fewer people are likely to be present in the office at those times.
Medium
The medium you use also depends on the rest of your team’s relationship with the person who has been fired.
- If the person was a close associate or if your company is small, a quick, casual meeting in a common area is usually best.
- If the person did not work closely with your team, if your company is large or if the individual was an executive, a termination email to staff might be fine.
Consistency is paramount. If people understand expectations, and what happens if they aren’t met, they usually aren’t afraid that they could be the next to go.
It’s important to show your team that the company values employees, and if it’s not a good fit, there is a process in place for coaching. If that doesn’t work, they will be allowed to exit gracefully.
Cosmo Insurance Agency is a full-service independent insurance agency based in Hackensack (Bergen County) and Lakewood (Ocean County), New Jersey that offers an all-encompassing range of insurance options for both individuals and businesses. Cosmo keeps its promise to assure an efficient and creative approach to the services we offer. Each of our clients experience a personalized and long-term relationship with us. Our New Jersey based team of health brokers guides our clients in helping them choose the most cost-effective options. By incorporating our knowledge of the insurance guidelines for healthcare, employee benefits, life insurance, self-insurance, dental, disability, and long term care insurance, we keep our clients up-to-date with affordable plans that cover all their specific insurance needs.
