Strategic Management at Termination Terminating

Strategic Management at Termination

Terminating an employee is neither an easy nor an enjoyable task for any manager. Nevertheless, sometimes in a company it becomes necessary to let a person go for any number of reasons from necessary downscaling to incompetence. Whatever the specific reasons and situations, it is bound to be an emotional experience for both the employee and employer. There are a number of strategies the employer can use to facilitate the process for all involved.

Most importantly, the employer should understand that the situation will be stressful for both the employer and employee. As such, the employer needs to assess his or her own emotional state of being, and attempt to relax prior to the termination meeting. The employer should furthermore remain calm during the entire meeting, and be prepared to handle any unexpected events.

The employer should also have a strategy for what will happen after the meeting. Questions such as where the employee will go after the meeting, and whether there will be a security risk, should be determined before the start of the meeting. If the employee poses no security risk, he or she could be given the opportunity to collect personal belongings and equipment from the workplace. If the employee is terminated for downsizing reasons, he or she could be calmed by means of elements such as a number of months' salary advance, by a letter of recommendation, or by a list of possible future employers that will be willing to provide the employee with a new position.