A manager is supposedly required to use the phrase “You’re Fired” several times in life. Indeed, the process can be extremely agitating and traumatic. Thus for the sake of all managers, today we are DKODING the best ways to layoff.
Unemployment is ever prevailing in our country. The economy is facing a crisis. During such times many companies are left with no choice but to layoff few of their employees. The economy is facing a recession. Unemployment is at its peak. The companies against their wish are forced to downsize to cut off costs.
However, the process involved in laying off pretty much sucks. Telling someone, who worked his ass off for your brand, to leave, can often end up in a haphazard and apathetic dismissal. Sometimes with turmoil. However, all kinds of pain can be reduced with the proper diagnosis. Perhaps, a manager must know the best ways to layoff an employee.
What Managers miss?
A Manager is always occupied with upcoming and ongoing projects. Loads of work is always pending for them. Meanwhile, there’s always a chance of an emergency erupting in the most crucial department of the organization. But a good manager knows how to be always at top of everything.
Nevertheless, the best managers are those who can anticipate the circumstances and respond accordingly. There are only a few people who can understand the emotions involved of the person who has been asked to leave. When a person is associated with a company for long-time there are so many memories. Besides, there is always a question of dignity and respect for the employee.
In light of these unavoidable circumstances, it’s worth considering the alternatives, so to create a win-win situation for both the company and the employee.
The Best Ways to Layoff an Employee
Many companies which are forced to layoff are opting for outsourcing agencies. Though there is no mandate for them to do so, yet they are engaging as its the right thing to do.
There are several benefits to hiring an outsourcing agency. These agencies provide career mobility discussion to the employee. Apart from discussions they also help employees to create and improve their brand by the way of rewriting resumes e.t.c.
However, the most significant part is their assistance with actual job or gig hunt. Which could not only be connecting the candidate to the job but also doing a bit of interview coaching. When a company is downsizing, these agencies typically help employees for up to three months.
Appreciation-Consideration loop
We all appreciate our colleagues, our friends, family, etc. for being with us or for doing something nice for us. However, the appreciation is mostly verbal or sending them an occasional pack of burritos. What I mean to convene is that we do effort just for the sake of doing mainly because we feel its a good thing to do or say.
For a change, try to show some real gratitude to the person and the whole process might just seem casual, you know, like all the other stuff that you do every day from morning till evening.
Sometimes there are no good ways of doing something, only better.
I hope these ways help you dodge a bullet or two.
