Imagine that you are an office manager and you have been tasked with the job of coordinating and heading the dismissal meeting for an employee layoff.
Propose three (3) ways that a manager can cope with any negative emotions that may accompany an employee layoff.
Describe a step-by-step process of conducting the dismissal meeting.
1.There are many ways that a manager can cope with the negative emotions that may accompany an employee layoff but here are the top 3 that managers can use:
Communicate.
The major way that a manager can cope with the negative emotion of the remaining employees’ is COMMUNICATE!!!!
2.
There are many steps to disciplining and employee. Usually, the last step in the discipline process is the dismissal of the employee. In a situation, where the employer doesn’t believe the employee should continue employment with the company the dismissal process begins. According to Heathfield (n.d.), “Sometimes, however, terminating a staff person’s employment is the best step to take for your organization.” Often times, when the employee isn’t a best fit for the organization management has to make the decision to trim the fat. Once it’s been determined the employee will be terminated for whatever reason.
Whether it is for cause or non-performance, there is a process in which this shall be conducted. The manager has to schedule a meeting, inform the employee of termination, allow the employee to speak, and collect company property and have the employee escorted out. The manager has to be diligent in scheduling the meeting. Most often practice is to schedule the meeting for the end of the day. This allows the manager to minimize the chance the termination of the employee may disturb the work environment. In the event, the employee has a good relationship with the other employees the others may become upset. The meeting should be scheduled for the employee on a day in which the employee works.
Depending on the preferred method of communication the manager should contact the employee as soon as possible. Once the meeting has been determined the manager should pick a location in which the meeting can be conducted. The preference is a location in which there will be some type of barrier between the manager and the employee. The manager should position the room in such a way that the employee doesn’t have to cross paths once the meeting has ended. While the meeting is going the manager should open the meeting explaining the reason for which they are meeting. After the manager has discussed with the employee the reason for termination it is important to allow the employee to express his/her feelings. During this time the employee is allowed to say something in his/her defense. Also allows the employee to vent frustration about the termination.
This will lessen the likelihood that employee will try some sort of retaliation. Additionally, is there was some misunderstanding on either the manager or the employees part this would be the time to clear it up. The next step is a combination of two, have the employee return company property. Someone should accompany the employee to his/her work area/location to assure company property has been properly returned and his/her personal property has been gathered. Making sure the personal property has been attained will deter the former employee from coming back. The second part would to have the former employee escorted out. In situations like these, it may be best to have someone the employee has a close relationship escort them out.
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Imagine that you are an office manager and you have been tasked with the job of...
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