Join Todd Dewett for an in-depth discussion in this video Telling the team, part of Letting an Employee Go.
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After you let someone go, the process is not complete.…You still need to think about your team.…Unfortunately, managers too often avoid this task.…They just act like the person who was fired never existed.…They believe that to face the situation…in some way is to face a failure.…Listen very carefully.…Just because you had to let…someone go doesn't mean you failed.…Even if you somehow are partially…responsible that's not the best perspective.…When you avoid pulling the team together…to talk about this issue,…you're causing at least 3 big problems.…
First, you're forcing your team…to make assumptions about what just happened.…You're creating ambiguity and generally speaking…that leads to bad assumptions.…Was he fired due to his personality?…His performance?…A clash with the boss we don't know about?…Or did he become redundant due to…a pending change in direction for the team?…Your team can be imaginative but this is not…where you want them to focus their imagination.…Next.…Ambiguity results in fear.…A preponderance of people will wonder if they're next.…
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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.