The Simple Truth Might Set You Free
One of the most difficult tasks that a Human Resources Manager or a supervisor will ever have to do is terminate an employee. Because of how difficult it can be, there is often a temptation not to address the real reason for the termination and claim that the position is simply being eliminated. Such a statement could set a company up for a lawsuit. To avoid this risk, Chris Bacon identifies three steps employers should take in any termination meeting. First, it is important to be honest, but keep it brief. Second, when addressing any performance issues, consider the company’s role in the employee’s failure to meet the performance goals. Finally, it is important for employers to identify positive attributes that might help the employee in another position. Bottom line: maintain the employee’s respect and dignity during the termination meeting.
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This information is provided by Vinson & Elkins LLP for educational and informational purposes only and is not intended, nor should it be construed, as legal advice.