Join Todd Dewett for an in-depth discussion in this video Understanding the language of termination, part of Letting an Employee Go.
Finding the right language in a…termination discussion might seem tricky.…Any time people sense conflict and stress,…the right words can be difficult,…but it doesn't have to be that way.…With a little reflective thought before the meeting,…you can stay focused on what it means…to use language productively.…First, let me describe the characteristics…of effective language for termination meetings.…Then I'll share a couple examples.…Consider these characteristics:…Direct, not evasive, unemotional, not emotional,…owned, not disowned and finally simple, not complex.…
Let's briefly consider each one.…First, direct, not evasive, means to say clearly…what you want to say without…"beating around the bush."…The purpose of the meeting is to let someone go…so that's the very first thing you should address.…Don't start by asking about their week…or by commenting on an email everyone just received.…Get to the point immediately.…Next, be sure that your language…is delivered unemotionally, not emotionally.…There are many times in places at work where…
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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.