The article discusses ways to make the process of firing employees less unpleasant. It suggests that by being transparent, direct and compassionate, the process can be handled with more empathy and less harm to both the employer and the employee.



The first strategy is to be transparent and honest with employees about the reasons for their termination. This means being clear about the specific behaviour or performance issues that led to the decision to let them go, rather than simply blaming the economy or a “restructuring” of the company.

This transparency can help employees understand the reasons for their termination and make it easier for them to move on to a new job.

The second strategy is to provide support to employees who are being terminated. This can include offering outplacement services, such as job search assistance and career counselling, to help employees find new jobs. The author also suggests offering severance pay, which can help employees cover their living expenses while they look for new employment.

The third strategy is to be compassionate and treat employees with dignity and respect during the termination process. This means avoiding public humiliations, such as escorting employees out of the building in front of their colleagues, and instead conducting the termination in a private setting.

The author also suggests allowing employees to have time to gather their personal belongings and say goodbye to their colleagues.

Finally, the author suggests that employers should consider the long-term impact of terminations on their reputation and relationships with current and former employees. By treating employees with dignity and respect, and providing support during the transition, employers can maintain positive relationships with their former employees and reduce the likelihood of negative publicity.

In conclusion, the author argues that firing employees does not have to be an awful experience for either the employer or the employee. By being transparent, providing support, being compassionate, and considering the long-term impact, employers can make the process less traumatic for everyone involved.





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