By Sue Dickens
Toronto, Ontario — February 5, 2019 — “You’re Fired!” — the dreaded words no employee ever wants to hear, and no boss ever wants to have to say. There are times, however, when the situation is unavoidable and a boss is left with no other choice. And when the difficult conversation does become inevitable–after the legal ramifications have been weighed, warnings were given and documentation filed–the wise employer handles the situation with grace.
All month, we have been speaking to readers about their approaches to letting go of staff members. Below, we have included some of the top tips offered by members of the collision community across Canada.
Step 1: Don’t make it personal
Being fired can be humiliating for employees. After hearing they no longer wanted at their place of work, they are forced to face the pitying stares of former colleagues. By offering an employee as much respect during the exit conversation, an employer can reduce the sting considerably. It won’t change the situation, but it will help the injured party retain some of their dignity.
Step 2: Keep things private
It is important for terminated employees to feel that the reason for their departure is not the cause of gossip among former colleagues. Unfortunately, some gossip is inevitable. By offering reassurance that the details of a departure will not be shared with the team as-a-whole, an employer can help protect former employees from feeling doubly rejected–both by the boss and from the broader team.
Step 3: Be open and honest
From illegal behaviour, to creating an unsafe environment in the workplace, to straight non-performance, there are countless reasons for an employee to be terminated. In more defined situations the decision is clear, but firing someone who works hard but can’t do the job can be far more difficult.
Clear communication is a must. Explaining the reasoning behind the decision to terminate an employee will make it easier for them to move on. Without a clear explanation, people are often left to wonder what went wrong. This can make the process of moving forward more painful–personally and professionally.
Check out the business advice section in the next issue of Collision Repair for our in-depth guide to firing and hiring. If you would like to share your own advice on managing hirings and firing, please let us know by sending an email to: editor@collisionrepairmag.com.
