How to fire an employee without negativity - all about transparent dismissal

# parting with friends - this is not only a fashion trend. This is a new approach to the dismissal of employees, which is equally needed by both the company and employees.

If you announce to the employee the dismissal of the day, the negative can not be avoided. A person feels cheated, and his emotions will turn into a spoiled reputation of the company, as a result - a loss of customer confidence.

But you can fire an employee so that he remains grateful to management. It is only necessary to follow the rules of transparent dismissal.

Why do you have to fire employees
If there was a serious violation of labor discipline - dismiss under the Labor Code. The main thing here is to comply with all formalities and prove misconduct.

But it also happens that the employee clearly has nothing to blame - the manager simply understands that this person does not fit into the team. Perhaps the employee does not share the values ​​of the company. Or not competent enough. Or just toxic.

Many managers make a mistake - they give such employees a second chance. Out of pity or for fear of being left with a vacancy, the manager puts off a heavy conversation about dismissal.

Ivan Zimbitsky, founder of GoldCoach consulting company, is sure:

“If an employee works in such a way that it’s time to fire him and you don’t fire him, this leads to degradation of both the employee and the company.”

The company loses customers and profits, the employee - professional qualifications.

How to make firing fair - the three yellow card method
Ivan Zimbitsky offers a method that gives a person confidence in the fairness of the decision of the leader. It is called the “three yellow card method”.

Each “yellow card” is a warning conversation with the leader. For the first time, you need to openly express your complaints to the employee and find out why he is not coping. The leader offers help and gives time to rectify the situation.

The second time, if there are no changes, the conversation is held in the same vein. However, this time the employee must clearly understand - if his work efficiency does not improve, he will be fired.

The third “yellow card” is a letter of resignation.

A significant plus of the method is that the employee understands why he is being fired.

ow to build a dismissal conversation
A notice of termination must be correct and respectful. Psychologists recommend building it according to the “positive - negative - positive” scheme:

To mention the qualities of the employee that allowed him to take a position
Report problems, announce decision to dismiss, and state objective reasons for dismissal
Give recommendations, talk about severance pay and once again mention the positive qualities of the employee
Categorically it is impossible at the same time:

Reproach the employee and get personal
Respond with aggression to aggression
Express active sympathy and show pity
How to make dismissal transparent and part with friends
David Siegel, a senior executive at Everyday Health, offers a method of transparent dismissal.

The manager informs the employee about the dismissal politely and respectfully, but categorically. At the same time, the employee is given time to search for a new job - from 6 weeks to 3 months.

An employee can attend job interviews while continuing to work for the company.

The manager assists in finding a new job: gives recommendations, helps to create a resume.

Such a termination strategy benefits everyone:

Man calmly looking for a new job
The company finds a replacement and is not afraid of a lawsuit from a former employee
The rest of the employees know that they are not threatened with a sudden dismissal, they feel more confident and free
In addition, in the future, the company may continue to cooperate with the dismissed employee. Perhaps he will become her client.

In any case - parting with employees without negativity, the company strengthens its position and reputation.