Delivering Bad News Tactfully and Effectively

Laying people off is often the most difficult task  for most people to do, even in a prosperous economic climate. Unless the boss is Donald Trump, most people would cringe at the idea of having to let an employee go. If I were dealing with an employee who has been performing at a substandard level I would create time to have supervision with the employee and work on a game plan to help that employee become more productive. However, nonproductive and substandard work combined with complaints from customers and other coworkers would definitely warrant more direct  action, such as a write up or termination. These types of employees are often confrontational and quick to be on the defensive side. I would approach an employee like this very carefully, at first. I would explain the increasing issue and allow the employee an opportunity to explain his or her actions and suggest possible solutions before terminating employment. Communicating the facts would be essential, of course, and the employee could have several possible responses.

Denial

2.      Anger

3.      Apathy/Nonchalant

4.      Remorse and Concern

With the first three reactions I would likely consider termination immediately. However, if the employee were to show sincere concern for the issues being presented and seek resolution I would sit with the employee to work on a plan to increase workflow. The employee would be place on a probationary period where the work productivity would be closely monitored and checked on a weekly basis.

In responding to such an issue I believe that empathy and compassion are essential to the situation you must also consider what is in the best interest of the company or organization and the other employees and customers. While you want to attempt to understand where the employee is coming from or what he or she is going through  so that you do not unjustly terminate someone you also do not want to ignore what could become an  enormous liability and no one should want to be the weakest link on a team.

At the company I currently work at before an employee is let go the supervising manager sits down with the employee to discuss strengths and weaknesses and why the employee is having problems. If  it is determined that the employee is simply not a good match for that particular position and the employee has no other issues they are either reassigned to another department or the supervisor will help find a position with a connected organization or agency outside of the current one that would be suitable. If the issue is one of attitude and disrespect then and the employee is unwilling to change their output then they are simply let go and wished the best of luck. Most people leave the company with a simple “Thank You.”