How to Address Moral Issues That Come with Firing an Employee
There’s a good probability you’ll have to fire an employee as a manager at some time in your career.
Regardless of the reasons why you’re letting someone go or who they are, the result is usually an awkward and emotional time afterwards, especially for the employees who are staying at your business. You could possibly be left with a bunch of disappointed, sorrowful employees who are concerned about their own job security once the individual bids his farewell.
A firing or mass layoff can have a big influence on the tone of the company, and current employee morale can suffer dramatically; and as a manager is vital that you take the steps necessary to boost morale and keep it high, but how do you do something like this? In this guide, we’re going to find out.
Describe why the firing happened (as much as you legally possible)
Firstly, it’s important to remember when giving an explanation for why an employee was fired; it’s best to be cautious for legal reasons. It may not be something that can or should be discussed publicly within an organisation in some instances.
You basically want to make sure that everyone on my team was on board Explain that a line was crossed and such red line guidelines need to be understood and respected by everyone on the team.”
“You may not be able to reveal too many details about the scenario because you must respect the privacy of the dismissed employee, but you can still give employees the opportunity to express their concerns, according to Hall. Ask open-ended questions to assist employees to identify what’s bothering them in one-on-one meetings, and focus on each employee’s contribution to the team,” shares Tina Marie, a project manager at Research papers UK.
Congratulate the remaining employees on their excellent performance
“This is also an excellent moment to express gratitude to people who are contributing significantly to the organisation—as long as you do so truly,” shares Jason Harper, a business blogger at Draft Beyond and Writinity.
Give The Fired Or Laid-off Employee The Best Possible Treatment
Offer to submit a wonderful letter of recommendation and/or be a reference for an employee who was let go as part of a layoff—and they left the company through no fault of their own.
Treat them well not only because they deserve it but also because how you treat them will reverberate among your current staff. Being treated properly can lead to empathy for both the individual and the company. Existing employees will be enraged if individuals who were let go are treated badly.
Explore and Talk About the Next Steps
During a change like this, especially in a small business, the CEO’s role is not only to explain why the choice was made but also to build a picture of what will happen next—getting employees focused on the company’s future and how it will continue to grow despite the inevitable workforce changes.
Your staff need to understand the plan, where you’re going, and how you’re going to get there—sometimes without the assistance of a former teammate. The worst thing you can do is remain silent and presume your employees share your viewpoint. Keeping morale high after a staffing turnover requires open and honest communication.
Put a Smile on Your Face
Finally, try to find a way to lighten the atmosphere quickly after a layoff. One morning, bring in breakfast or coffee. Organise a lunch for the team. Lunch should be pizza. Make plans for a pleasant hour. Relax. Regroup. Refocus.
This also means you need to show compassion to the employees that have left and those who have stayed. Remember, people have families, and they work to pay their bills. You shouldn’t avoid the subject, nor should you just blank everything that’s happening or bad mouth the person who has been released. It’s about making the experience as positive as possible, even if someone has done something wrong.
Treat it as a lesson learned.
Jenny Williams is a Business analyst and writer at Paper writing service and Lucky Assignments Liverpool. She also writes for Gum Essays service blog and helps businesses to become the best versions of themselves.