#Dismissal Meeting

  • Uncategorized

Inalmost all organizations, some employees do not perform their dutiesas it is expected of them. In such cases, managers are tasked to givesuch employees opportunities to improve on their mistakes throughdisciplinary actions. However, when disciplinary actions fail todeliver the desired correction, managers face the hard task ofdismissing the employees. Employee dismissals are hard for theemployees being dismissed and the employers. The process of dismissalcreates an uncertain atmosphere to the rest of the workforce becausethey always imagine themselves as the next victims. This processdisrupts the working environment, destroys relationships, and resultsin the distribution of work with a possibility of an increase in theremaining employees’ workload.

  1. Ways that a manager can cope with any negative emotions that may accompany an employee layoff.

Thedismissal of an employee at work creates negative emotions to thevictim, the manager and the continuing employees. These negativeemotions can affect the productivity of employees and as such, themanager ought to take the necessary actions to prevent adverseeffects on the remaining employees at work. Therefore, the three waysthat managers can cope with negative emotions resulting from thedismissal of an employee include communication with the outgoing andthe remaining employees, allow employees to relax and dismiss anyrumors. First, the manager should explain the reasons behind thedismissal to the affected employee. This can help alleviate thesituation because the more the facts are made known to the employeethe faster the employee will come to terms with the decision andaccept it (Salemi,2010).This applies to the remaining employees because they want tounderstand what is going on. Therefore, the manager should talk tothem, explain the situation to them, and perhaps give themreassurance to regain their trust.

Second,the manager should listen to the dismissed employee and the remainingemployees as well. The discharged member of staff should be allowedto vent his frustration because it can help reduce the weight of thesituation and reduce adverse negative emotions (Kite&amp Kay, 2012).This should be done to the remaining employees by allowing them toexpress their views concerning the situation. Finally, when a wave ofdismissal hits an organization, rumors are bound to be spread as theemployees fear to lose their jobs. It is the duty of the manager todismiss any gossips surrounding the causes for the dismissal or thetargeted employees. The manager should come in and explain to theemployees the truth of the dismissal and the next phase of thesituation. If the company management projects more dismissals in thefuture, it should come clean and let the employees know, and givethem time to vent because it reduces the level of agitation. Besides,the manager should convene a gathering with the surviving employeesand give them the opportunity to express their feelings and opinionsto help design proper mechanisms of dealing with the circumstances.

  1. A step-by-step process of conducting the dismissal meeting

Theprocess of disciplining employees can take many steps, and in mostcases, layoff acts as the last resort. At this point, an employer isconvinced that the employee`s performance is unsatisfactorynecessitating termination of employment. Once termination ofemployment has been decided, it is important to break the news to theaffected employee or employees in a dismissal meeting, which islikely to be unfriendly and uncomfortable. Nonetheless, if thereasons for the layoff are properly spelled out, the extent ofdiscomfort can lessen and ease the discussion (Kite&amp Kay, 2012).The first step should be calling up a suitable dismissal meeting,which is critical and should take place face-to-face. Secondly, theappropriate time or day of the week should be selected, and themeeting should take place in a confidential environment. The meetingshould be held in a confidential environment to avoid mass attentiongiven the emotions that may be exhibited by the employee.Nevertheless, it is essential to make sure that the managementunderstand that the dismissal meeting is not for discussion ordebate,

Regardlessof the cause of the dismissal, the manager should exhibit diligencewhen scheduling the meeting with the employee. Setting up a meetingtowards the end of a working day is ideal because it reduces chancesof disruption of the working environment. Third, during the dismissalmeeting, the manager should open by stating the purpose of themeeting then go ahead to give details leading to that decision.Fourth, the employee should be allowed to speak to vent the emotionalburden that may fall on him during that moment. Again, allowing theemployee to speak during a dismissal sitting is important because ithelps lower the level of agitation, which can trigger retaliation(Salemi,2010).

Moreover,the manager should communicate to the affected employee immediatelyafter the dismissal decision has been reached. It is oftenrecommended that the location of the meeting should involve aphysical separation between the employee and the manager to avoidrage that may be directed towards the manager. The meeting isimportant because it helps the manager and the employee clear anymisunderstandings regarding the issue. Fifth, this should be followedby ensuring that the employee returns to his office to collectpersonal belongings and leave the company property. Ensuring that theemployee collects his personal property upon dismissal reduces thechances of the employee going back to the workplace (Kite&amp Kay, 2012).The last step of this meeting entails escorting the employee out ofthe company premises, and it is recommended that a person with whomthe worker has a close connection should do this.

  1. The compensation that the fictitious company may provide to the employee

Today,the greatest proportion of the working people do so because they haveno other means of income to help them pay bills. This implies thatevery individual needs a constant income to be able to pay bills andother recurrent expenses. Without a source of secure income, onebecomes exposed to various challenges that can only abate if there ismoney. In that connection, when an employee`s employment isterminated from a company, the company should provide temporarycompensation to help the employee get back to his feet. In most suchinstances, the firing companies provide pay accrued vacation,termination pay and job loss benefits (Stewart&amp Brown, 2012).Most companies today have termination packages for their workers inthe occasion of early termination of employment.

Mostcompanies provide severance pay for employees who have worked for aperiod longer than one year. In the case of dismissal, an employershould offer a reasonable severance package to the outbound employeebased on the economic conditions and trends in the job market. Asignificant number of firms offer various benefits to theiremployees. The benefits are designed to attract and retain talentsand top-notch abilities into the organization (Salemi,2010).The remunerations package should constitute of a leave alternative,which should be realistic based on the duration worked. In someorganizations, especially those run by the government, when anemployee’s employment contract is terminated, the accumulated sumof leave accrued is disbursed at their rate of work depending on theleave hours.

Unemploymentbenefits should largely focus on employees’ health benefits andcompensation. Employee compensation is paid out weekly by the stateif one meets the eligibility criteria laid out (Stewart&amp Brown, 2012).In most cases, the criteria require one to have worked in the Statefor a certain number of years to qualify.

  1. A chart depicting the timeline of disbursement of the compensation

Thetable below shows the timeline of the payment of severancecompensation upon the termination of employment. The length of timeunder compensation depends on one’s duration as an employee of thecompany up to the time of termination.

Min years worked

Max years worked

Weeks of severance

Months of severance

0

1

11

3

1

2

11

3

2

3

11

3

3

4

13

4

4

5

15

4

5

6

17

5

6

7

20

6

7

8

22

7

8

9

24

8

9

10

26

9

10

11

28

10

Thedisbursement of severance pay can be made as guided by theorganization’s payroll practices, or the fired employee may chooseto receive the compensation as a lump sum. The laid-off employee isrequired to make this decision on or before the day of terminationand must sign the relevant documents to release the compensationpayment.

  1. Ways in which the layoff may affect the company

Companiesundergo varied changes due to fluctuating demand for goods andservices. In such instances, most businesses lay off some of theirworkforces to avoid undesirable outcomes. Layoffs may seem like quickand easy fixes, but they have embedded costs and implications to thecompany. Therefore, the ways in which a layoff may affect the companyincludes denting the firm`s reputation, reduce other employees`satisfaction at work, and affect the productivity of employeesnegatively.

Tostart with, termination of an employee`s contract may affect acompany`s image to the public domain largely. This is especially ifthe circumstances leading to the dismissal are unclear or there is noevidence to support the decision to dismiss the employees. This canmotivate the affected employee to initiate litigation in court,perhaps seeking compensation. This process can affect the reputationof a company, particularly given the fact that a firm`s image is itsgreatest strategic resource (Stewart&amp Brown, 2012).

Second,laying off an employee can have a detrimental impact on the remainingemployees’ satisfaction at work. This is because they would feelinsecure about their positions and that would lead to efforts toaccomplish their best in their assigned tasks with or without thenecessary resources. Although the surviving employees may seem betterthan the victims of a dismissal may, stress at work can inducefrustrations that may even lead one to quit, or finding alternativeemployment (Salemi,2010).

Lastly,employee layoff is a leading cause of low productivity amongsurviving workers. This is because they are constantly worried aboutthe management’s next move and uncertainty surrounding their jobs.This reduces their productivity at work and consequently the qualityof goods and services goes down, and eventually the company’sprofitability decreases (Salemi,2010).

Inconclusion, managers are tasked with tough duties, and they areexpected to cope with negative emotions that accompany employeelayoffs. The ideal way to cope with these situations is to remaincomposed and prepared to address all the issues surrounding a layoff.In this event, a dismissal meeting should be called-up on aface-to-face basis in a private area where all issues should beaddressed comprehensively. This should be followed by the collectionof the employee’s personal items and returning the companyproperty. Nevertheless, a compensation package for the laid offemployees is good. This is because it helps one pay bills and otherexpenses through the unemployment period before finding another job.The timeline of the compensation disbursement should be reasonable toboth parties. Layoffs may affect a company in a wide assortment ofways including reduced productivity of employees and theirsatisfaction at work among other things.

Reference

Kite,N., &amp Kay, F. (2012). Understanding Emotional Intelligence:Strategies for Boosting Your EQ and Using It in the Workplace.London: Kogan Page.

Salemi,R. (2010). Leading After a Layoff: Reignite Your Team`s Productivityin Just 12 weeks.New York: McGraw-Hill.

Stewart,G.L. &amp Brown K.G., (2012). Human resource management: Linkingstrategy to practice. Hoboken, NJ: John Wiley &amp Sons, Inc.

Close Menu