Terminating Employees with Grace- HR Minute

Terminating employees can be a difficult task. Claudia St. John from Affinity HR Group shares her thoughts on how to handle this tough process to make it successful for both the employer and the employee.
It is important to understand that people who lose their jobs go through stages of mourning. We know when employees are surprised by a termination they may stay in the stages of denial and anger longer.
Discipline is a stepping stone process. Help employees see early on how their actions and responses to discipline affect whether they will be successful in your company.
Listening and empathy are important during a termination conversation. Give your employees the dignity to know how their actions contributed to the termination.
Connect with us!
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E-mail:
[e-mail]
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Website:
www.affinityhrgroup.com
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LinkedIn:
/ claudiastjohn
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[@valeriemckenna4590]

You mean there is an HR who care about grace and dignity

[@DaveTalksBusiness]

You have to be willing to let people go when they become a problem for the company or they no longer fit - you will find more people who have a fresh passion and this can breathe new life into your business with new ideas and new energy.

[@Smoothiequeen42]

This really helped! Thank you

[@kevinspurling1108]

I have been in leadership 35 years and never fired anyone. Every employee terminated themselves. The employment cycle begins when you accept an application, then it is the employer’s responsibility to be as clear as possible about job expectations, on boarding and continued training. As with parenting, children will give you behaviors you expect, if you are specific with your expectations. A phrase like “be good” has many interpretations. Catching an employee doing things correctly and pointing out that behavior is what you are looking for, means the employee will give it to you. Documentation has many personalities. Writing out a training agenda, personal goals and actually documenting behaviors that are unacceptable are ways of showing concern that you care about an employee. Confrontation occurs when you haven’t been clear with what is expected from an employee. Termination occurs when the employee knew what was expected and chose not to do the tasks. This also imitates “malicious intent” and an employee will know why they no longer have employment with your company. Ergo not firing anyone, you hired them to help you, they chose not to the work.

[@ginadoll00901]

Not always the case. There are a lot of Crappy Managers that terminate employees who are on a power trip.

[@fitnesssoup7553]

Sometimes it's a manager or supervisor. Some don't seem to think that they have obligations and responsibilities! Along with that having a big ego, a short fuse and a sense of entitlement can be problematic. And, occasionally they don't hire the right employee or had limited ones to choose from. Six qualities I look for in an employer are the abilities to plan, organize, communicate, strategize, have contingencies and a high level of interpersonal skills. Also, coworkers who can accept constructive criticisms, reflect upon their work and correct themselves. Then occasionally the whole group is essentially a mess across the whole spectrum!

[@wendymcconnochie6630]

Sometimes you have to let someone go due to restructuring. In this scenario, an employee will also feel shocked and surprised. And it cannot be helped

[@wendymcconnochie6630]

Also when you have to let a manager and an employee the manager has not been managing go. …that will be shocking for the employee

[@marcogenuardi2145]

Gotta love how much of a rat HR are...

[@marriagebeforesex]

I don’t like to work really! I’m not inspired…
Also, I have everything I needed so why I need to sacrifice by working in a stressful situation.
I will let my husband work and me sit at home

[@guitaro5000]

Hmm. I wonder how you got to this video then.