So, what are the dismissal problems when taking a crucial decision? It is important to mention, before we leave the criticism, that a motivated manager may terminate an employee from time to time. It is imperative not to delay taking that decision once it has been taken. Most of the time, the departure should occur as soon as possible to preserve team dynamics.
There are, of course, exceptions to this rule, in which people can work out a notice period together. These types of situations are extremely dangerous and will demotivate the team as a whole. Therefore, it is better for everyone involved if that individual leaves the company as soon as that decision is made.
Having to terminate an employee is obviously one of the most frustrating things a manager can do. In spite of this, managers receive adequate compensation for these burdens and responsibilities.
It is never a good idea for a manager to destroy another employee when firing them. An employee’s self-belief, self-image, or confidence should never be undermined by their manager. After a dismissal decision has been made, it is appropriate to give justifiable, fair, and logical reasons, so you must be honest. There are, however, instances in which you do not have to tell the whole truth. The manager does not care if the individual becomes angry or uptight. Consider it a ‘So what?
The person would be better off going out angry, but with their attitude, beliefs, and confidence intact, so they can get another job, rather than being too demotivated to even apply. The first thing I tend to say is: “Look, I’m very sorry.”. Despite your ability, the chemistry does not work – you will have to blame me for it.” It is better for me to be disliked than to look at someone and think I have ruined their life.
In order to criticize effectively, you need to:
  • Make sure you choose the right time for your decision
  • Have a private conversation about the matter
  • Show them how much you care about them
  • Make eye contact with them
  • Tell the truth as strictly as possible
  • Don’t criticize the individual, criticize the behavior
  • Reaffirm the positive aspects of the person
  • Decide on the date of the review
  • Don’t forget to praise improvement as well

 

Sir John Harvey-Jones, widely acclaimed as one of the great management gurus in the UK, states: “You sometimes have to fire people. The most important thing is that you are not entitled to damage their self-esteem. It is quite difficult to avoid doing that but you have to bear in mind you are not entitled to wreck a man’s life for your business purpose.”
Dismissal Problems
Dismissal Problems – It is important to mention, before we leave the criticism, that a motivated manager may terminate an employee from time to time. Photo Credit – Pixabay
Read More – How Idea Management Contributes to a Company’s Success

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