It is also important to be forthright in communicating the bad news to the terminated employee and to avoid vacillating about the termination (Stewart & Brown). In addition, Stewart and Brown point out that the due process followed in most organizations means that employees will already know they are being terminated and why, and recommend keeping the dismissal meeting brief.
Next, Stewart and Brown cite the need to provide the terminated employee with the opportunity to vent following the official notification that they have been laid off because this will be a natural reaction. An important point made by Stewart and Brown, though, is to avoid engaging the laid-off employee concerning the reasons for the termination, but rather to allow them the chance to speak their minds and communicate their sides of the story. Finally, Stewart and Brown recommend providing a written copy of the meeting to laid-off workers, as well as guidance concerning the return of company equipment, the last day of employment and how to continue any available company benefits such as health insurance.
Evaluation of Compensation the Company May Provide the Separated Employee
If employees are separated for cause such as theft or violence with coworkers, it is likely that no compensation will be offered (Stewart & Brown). In other cases, though, the company may provide separated employees compensation, especially in those cases where the terminated employee agrees to forego any legal action as a result of the separation (Stewart & Brown).
Timeline of the Disbursement of the Compensation
The compensation offered employees at the time of their termination is intended to help them pay living expenses during their search for a new job (Stewart & Brown). Therefore, the amount of compensation will depend on the employee's pay scale, the potential for reemployment in the community, and the ability of the employer to pay such compensation. A representative timeline of disbursement for compensation for a representative employee earning $500 a week with good prospects for locating a new job within 9 weeks is set forth in Table 1 below.
Table 1
Timeline for disbursement of severance compensation
TIME (WEEKS)
Week No. 1
Week No. 2
Week No. 3
Week No. 4
Week No. 5
Week No. 6
Week No.7
Week No. 8
Week No. 9
1
$500
2
2. Survivors may work harder but will suffer from increased stress in the process (Stewart & Brown).
3. Survivors may look for other jobs, increasing unplanned turnover (Stewart & Brown).
Conclusion
The research showed that three ways lay-off managers can cope with the negative emotions that are associated with the separation experience include providing laid-off employees with severance packages, providing outplacement services to help laid off workers find new jobs and providing psychological counseling to help laid off workers deal with their grief and anxiety over their job loss. The research also showed that there are some important steps that lay-off managers should take during dismissal meetings, including conducting the meetings face-to-face with a third party and alerting company security concerning the event so that arrangements can be made to ensure safety and the return of sensitive company equipment and information. It was also shown to be important to provide terminated employees with a written account of the meeting as well as guidance concerning how to continue benefits and the last day of employment, if applicable. In addition, it is important to provide terminated employees with the opportunity to voice their views about their experience is needed, but lay-off managers should avoid becoming engaged with them since they is not the time or place for this discourse. Finally, three negative consequences that are associated with improperly administered lay-offs include damage to the company's long-term legacy in the community, increased stress levels for surviving employees and increased unplanned turnover.
References
Lin, J.C. (2012, December). Deal with laying people off -- Layoff manager's coping strategies.
International Journal of Business Strategy, 12(4), 131-136.
Stewart, G.L., & Brown, K.G. (2012). Human resource management (2nd ed.). Danvers, MA:
John Wiley & Sons, Inc.
Dismissal Meeting As Manamela (2000) notes, employers who are conducting dismissals for whatever reason need to be able to prepare for the dismissal meeting, by understanding why the dismissal is occurring and how the dismissal will be communicated to the employee. One of the most important considerations, one that will guide the dismissal meeting, is whether or not the dismissal is "fair" or "unfair" (Earnshaw, Marchington & Goodman, 2000). This means
Dismissal Meeting Dismissing an employee is not always an easy task. There are often concerns about how the employee will react, as there are some who may even become violent at the understanding that they are going to be losing their job. When layoffs have to be done, there are generally a number of employees who will be dismissed due to that layoff, so the potential for anger and frustration on
correlate with coordinating and heading a dismissal meeting for an employee layoff. This essay will propose methods and means of coping with the negative emotions that accompany such transitions and offer helpful measures to conduct such a meeting. This essay will also include the compensation issues that also accompany dismals such as in this case. To help best understand the situation at hand, the effects of this layoff will
Strategic Management Strategies of Laying Off Employees Step-by-step Process of Dismissal Meeting Generally, a layoff is a reduction in employees to fulfill strategic needs of organizations or financial challenges. The reasons behind a layoff are the strategic issues being faced by organizations or financial issues necessitating drastic changes. Being at a management's position, it is important to understand the ways of coping the negative emotions that may accompany the layoff of an employee.
The company will also have to notify the employees of the new start date and may be responsible for providing compensation to the employees while they are not working because of the change in the promised start date. Short-Term Recommendation: Carl should move the training schedule back one month to give the company the time to follow its established procedures. Despite the shortcomings of this recommendation just discussed, the legal implications
Business Communication Effective communication in business is increasingly an important tool for management. This need arises from the rapid use of e-mail and technological communication like video-conferencing and instant messaging, which is replacing traditional business letter and memos. Business letters were used for providing complete and sound businesslike information and professional messages. The messages were formal in tone that social or e-mail messages sent to friends. In the business world, I
Our semester plans gives you unlimited, unrestricted access to our entire library of resources —writing tools, guides, example essays, tutorials, class notes, and more.
Get Started Now