Join Todd Dewett for an in-depth discussion in this video Preparing for common questions, part of Letting an Employee Go.
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When someone finds out they're being let go,…it's often very tough for them to process…what that means even if you're clear…about all of the relevant issues…they need to hear,…and even if you hand it to them in writing,…it's not guaranteed they'll hear and process…everything you're saying.…Your job is to expect this and to be prepared.…We can predict the questions…you're most likely to encounter.…Let's take a minute to name each one,…and consider what a good answer might look like.…
Let's start with 1 of the most common,…and to you maybe the most surprising.…Why am I being let go?…Your response is to repeat what you said…to start the meeting,…that they're being let go and why.…Be respectful and very brief,…but don't go deeper than a basic explanation.…For example, you might say,…"Larry, your performance has been judged…"as not acceptable, and your skill set…"no longer fits with the company's needs."…No details are necessary or prudent.…
Discussion of performance details ended…before this meeting ever began.…Next, they might ask, "Who made this decision?"…
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- Reviewing legal issues
- Knowing when termination is appropriate
- Documenting performance problems
- Selecting the right time and place
- Delivering the news
- Telling the rest of the team<br><br>
- The PMI Registered Education Provider logo is a registered mark of the Project Management Institute, Inc.