Ron Macklin and Deb Dendy
Every leader or manager will face the challenging task of letting an employee go at some point in their career. The key is doing so in a way that respects the individual while preserving the integrity and morale of the team. Deb and Ron share their insights and experiences on this sensitive subject, revealing why it's essential for both the person being let go and those who remain.
The first important principle is that being fired should never come as a shock to the employee. Deb emphasizes that there should be numerous opportunities for discussions and feedback about unmet expectations before it reaches this point. If an employee is continually missing the mark, it’s crucial to communicate this early and often to avoid abrupt decisions.
Ron elaborates on this, noting that constant, clear feedback helps the employee understand their standing within the company. This dialogue should foster an environment where potential terminations are seen as fair and expected consequences of ongoing performance issues.
One of the tools that can help foster this environment of clarity is the Performance Improvement Plan (PIP). Ron discusses the effectiveness of a well-designed PIP, which he claims has an 80% success rate in his experience. The key is to design the plan collaboratively with the employee, giving them ownership of their improvement journey. This approach often leads to employees making significant strides and staying with the company.
However, if the PIP fails and improvement doesn’t occur, both parties should be prepared for the next step. Clearly, setting out these expectations and actions in advance maintains the dignity of the process for everyone involved.
Another crucial aspect is addressing toxic behavior within the team early on. Deb describes toxic employees as those who fail to take responsibility for their actions and blame others, creating a negative atmosphere. Ron adds that toxic behavior can be contagious, spreading negativity throughout the team, and underscoring the importance of early intervention.
When it becomes clear that termination is necessary, it’s vital to handle it with tact. Ron shares methods to let someone go while still caring about their future well-being. He believes it’s essential not just for the individual’s dignity but for the team’s morale and the company’s integrity. For example, providing a severance period where the employee can seek new employment without the stress of immediate job loss is one way to soften the blow.
After firing someone, it’s equally important to communicate the departure responsibly to the rest of the team. The manner in which you convey this information can shape how the remaining employees perceive the company’s values and management integrity. Ron recounts the need for in-person communication and a focus on potential breakdowns due to the person’s absence, while maintaining the individual's dignity by avoiding unnecessary details about their dismissal.
Deb shares her personal journey from seeing employee terminations as her failure to recognizing that despite providing space for growth, the responsibility also lies with the employee to step into that opportunity. It's a delicate balance between offering support and recognizing when it's time to part ways.
Both Ron and Deb stress that the ripple effect of a dignified termination extends beyond the individual let go. Their story and the way they were treated will resonate within the company and could influence its culture and reputation. Furthermore, former employees may interact with the company in different capacities in the future, making it crucial to preserve a respectful relationship.
Firing someone is never easy, but it can be done with dignity. By maintaining clear communication, implementing performance improvement plans, and handling terminations respectfully, companies can uphold a culture of integrity and care. Treating each individual with dignity ensures that every member of the team, past and present, feels valued and respected.
It's not just about letting someone go; it’s about doing it in a way that upholds both their dignity and your own. This careful approach affects not only the individual and the immediate team but also the broader perception of your organizational culture and leadership.
To learn more about creating a better corporate culture in the workplace, head over to www.macklinconnection.com
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