No one likes to be the bearer of bad news. As much as possible we want to deliver happy news to our family, friends, and colleagues. But this difficult task is something that Human Resource personnel cannot escape.
Companies try to avoid terminating an employee as much as possible. However, there are unforeseen circumstances that may result in this unfortunate event. As much as the HR department is tasked to find a new pool of talents, they are also in charge of the termination process.
They make sure that employees who are fired will have a smooth transition before leaving the company. Moreover, the intervention of the HR department is vital to minimize potential damage between the company and the employee.
But the role of the HR department does not stop there. Let’s find out how these professionals deal with this tough job.
Before The Termination
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Prevention is better than cure. This classic saying is something that the HR department tries to live by in their profession. Since it is never easy to terminate someone, members of the HR department aim to be transparent with the employees regarding their work performance and behavior.
One of the ways to avoid bringing the “you’re fired” card is when an employee is observed to have improvements in terms of projects, relationships with co-employees, among others. This is done, by conducting regular performance reviews for each employee.
The result of the evaluation or assessment should be made known to the employee. Through this, they will know their shortcomings and improve them. Or they will have an idea if they are on the verge of being terminated.
Another role that HR plays is being the bridge between managers and employees. Sometimes, issues arise between these two parties. It is the role of HR to make sure that any bad blood between workers is pacified down, if not resolved. This way, when managers open the topic of termination, it is clear that their decision is not clouded with their emotions.
During The Termination
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If by any means an employee has been decided to be removed from the company, members of the HR department should break the news as soon as possible.
It has been common knowledge of people that companies try to postpone the announcement as long as they can. The reason behind this is because a project involving the fired employee is still on-going. Or they want to emotionally prepare the worker.
However, prolonging the news also means prolonging the agony. HR or managers should make the announcement as short as possible and direct to the point.
In an interview with Monster, HR professionals Amy Schrameck and Jeanne Knight disclosed how the breaking of the news should be done.
- Due to poor performance, the company has decided to terminate him.
- Be empathetic but not sympathetic
- Do not be swayed when an employee becomes emotional or promises to change
- Be clear about the next step. “I\’m going to walk you down to HR now; we\’ll complete some paperwork, and you can arrange to get your things.\”
- Make sure to inform the employee that any questions will be answered by the department
Although termination should be done as quickly as possible, the HR department should also take note of the possible consequences that the employee may experience. Some workers tend to be too emotional and violent when confronted with this sad news. When the HR expects such turnout of events, they can call help from security or let a higher official know about what will happen.
It should be noted that not because an employee is fired means that he should not be respected any more. Therefore, the HR department should make the process of termination as smooth and professional as possible. The employee should feel that he is still being valued despite any reason that may have caused his termination.
\”HR can shape the culture of the company, where employees don\’t live in fear and where employment processes are equitable,\” Knight said in an interview with Monster.
After The Termination
After breaking the bad news, HR’s role is not yet done. They should file a report about the employee’s separation from his employment. It should include the following:
- The reason behind the termination
- For any on-going projects, who will take over for the time being
- Any unpaid salary or money matters
- What other factors are taken into consideration for the termination
- Any comments made by the employee
As explained by the HR Daily Advisor, the post-termination process involves getting back the company’s properties from the employee. This may include the devices (computers, cellphones), car keys, keys to locker/cabinet, among others.
The HR department should also make sure that the employee’s account has already been logged out of the system the moment he leaves the company. This is to make sure that no privacy issues will arise from his termination.
Furthermore, members of the HR team will have to work with the managers after the employee has already left. Discussion about the on-going projects, unfinished work, qualifications of the new employee, and more should be prioritized.
It’s also the HR’s role to inform other employees about the departure of the terminated worker.
Saying goodbye is never easy especially for an employee whose bread and butter is his work. However, when things have to end, the company should make sure that it will be as painless as possible. If the company can provide assistance to the employee after termination, this is also a good way to maintain a good relationship.