How to properly convey to an employee the idea of his dismissal: useful tips for the boss
Dismissal at the employer's request is not a pleasant procedure.
As a rule, this always happens tensely, with tears, hysterics, pleas and mutual discontent.
But the boss's job is to stick to the plan.
If he has already made a decision, he is obliged not only to inform his almost former subordinate about it, but also to do it firmly enough. So that it does not occur to him to put pressure and try to arouse pity.
After all, many negligent employees are sure that they only need to cry or confess, and they will be forgiven and everything will be forgotten.
How should a manager behave in such a difficult situation?
Don't give in to emotions
Usually good bosses know about the family status of their subordinates, so they try not to fire those who have difficulties with this matter (a loved one is sick or has died, they do not have their own home, they have small children).
But if the decision has already been made and cannot be appealed, then you will have to gather your will into a fist and not give in.
Unfortunately, there are professional complainers who are capable of any performance: throwing themselves at your feet, sobbing uncontrollably, wringing their hands, threatening. Yes, you will have to listen to the person, but you cannot change yourself because of his inadequate reaction.
If you're fired, that's it. Although usually bosses first suggest that you simply write a letter of resignation, especially when the work situation has gotten out of control.
Make time and invite them to your place
Such conversations are unacceptable in the corridors. Even if the director is in a conflict relationship with his subordinate, this does not mean that the latter should silently pack his things and leave at the first request. He deserves a frank conversation.
It is advisable to forget all past grievances at this point and try to leave the most positive impression possible.
You can promise to give a good recommendation or not to create obstacles in the further search for work. In short, everything should be humane, even if the employee is a troublemaker and a slacker in one person.
Talking about resignation is a rather personal conversation. You can't invite strangers or involve your immediate superior. The day you talk about it also plays an important role.
Ideally, it would be Friday, since the weekend is coming up, and the person will be able to think, come to their senses, perhaps cry, and talk to their family about this sad occasion.
At the employee's request, he can quit in one day, but no one has the right to refuse a two-week notice period. But this must be exclusively his initiative (for example, he needs more money or does not want to be left alone with stress).
But it is necessary to clearly define the boundaries: yes, it is allowed to work on, but no one is going to leave anyone. So that a person does not delude himself with vain illusions and does not curry favor.
Therefore, it is worth thoroughly preparing for parting with a subordinate. No one says that it will be easy, even if this person is hated by the entire team.
Any change is scary, unusual and exciting, but you need to see them off and say goodbye correctly, without conflicts and insults.
Although the man's dejected state is understandable, one cannot gloat about it. Perhaps, deep down, he was prepared for such an outcome, and he frowned only for show, for show.
However, a competent boss does not throw around promises, but fulfills each one: gives positive references, recommends to potential employers as a responsible and experienced specialist, does not spread dirty gossip and does not write nasty things on the city's blacklist.
Previously, I talked about how to manage a remote team.
