How to dismiss employees without risk to the image of the company

    Dismissal is a painful process for everyone, for an employee - as if “executed”, and for the company the main problem: - how to disperse peacefully (so that the employee does not write bad reviews about the company)? So, our companies do not peacefully disagree with their employees peacefully. For various reasons, including cultural traditions: if “love with this girl” is forever, if the work “in this beautiful company” is forever, an attempt to negotiate the terms of divorce is considered a manifestation of mistrust and almost insult. But talking about divorce and divorcing is not the same thing. But to talk about a possible divorce between the company and a hired employee - even useful. This clearly delineates the boundaries - where we are friends, where we work, and where and how we disperse, or we can break up - after all, there is nothing eternal in our life.

    Dismissal is a part of internal communications, which no one pays proper attention to. Our companies do not have all the procedures for dismissal. Often in our companies during the process of leaving a hired employee, outright persecution begins, rudeness, with all gestures and movements they want to emphasize disrespect for the one who leaves, he seems to be a “traitor”. They put pressure on a person to sign “in his own way”, or to waive claims. And very wild requirements of some managers to write unbiased reviews about the company before leaving. The employee then writes twice as many negative reviews due to the fact that he was forced to morally mock him. Our life consists of trifles, and it is these “trifles” that the outgoing employee will remember. The company in this case leaves a mine in the soul of man,

    If a person sets himself as his goal - how many negative reviews can leave about the company? - a lot, if you ask. And how many fellow colleagues can he tell about the bestial attitude in the company? - to all. Now multiply by the number of dismissed employees and the average number of negative connotations about the company in the network can reach about 50 per year.

    It is better that in the era of extended online communications, people do not use communication tools to “pay with interest” moral damage caused by the company. And it seems clear that it is better not to provoke people to inflict this damage. But nevertheless, most often these are middle-level managers, while top managers are more adequate and want to disperse peacefully no matter who they are, but “middle managers” do not feel any responsibility for their actions, and cause irreparable damage to their company. .

    Very often after receiving an offer about a job, what does an employee do? He goes to Google and writes “company name reviews” and literally a couple of reviews will influence his decision, and if he has a choice he will not be in favor of a company with a bad reputation. Even if we imagine that not everyone will write reviews about the company, the company can gain “bad karma” and the flow of people with good personnel to it will stop.

    As Stirlitz used to say, a person remembers the last thing he saw or heard. The last thing a person sees in his company, as yet, is that he remembers best of all, and this should be positive, no matter how “bad” the outgoing employee is.

    It is impossible to carelessly dismissal, it is important not only to start a business correctly, but it is also important how we finish it. This is in Western companies, where the rights of workers are not an empty sound, where courts often pass, which no one wants, with dismissed employees. Therefore, they understand the complexity of the process and even hire special firms for dismissal - George Clooney played such a hero in the film “I would fly to heaven” (the film itself is a complete master class on how to dismiss employees).

    Company representatives very foolishly use the fact that a person cannot answer - and “do not hold back” themselves in “mixing office graters” - and it’s even in vain, because sooner or later the employee will leave, and then nothing will bind him. That is, our human resource managers have a very low planning horizon and they think that it’s not something that will not come tomorrow - it will not come tonight - “well, figs with him, what is busy, does he leave anyway !?” Yes, the person will leave - and then that his life will end? In this company, yes, but with the development of online communication, a person will have a mass of tools for inflicting image damage to the company, and pretending that this cannot be - is naive.

    Dismissal is an unpleasant process, but if you consciously approach it, it will be more comfortable for everyone.

    What advice can be given

    As soon as the employee announced his resignation (or he was told about his resignation), the carriage should not turn into a pumpkin, but vice versa: the pumpkin should turn into a luxury carriage. So that even his “office” enemies would show a maximum of tact, politeness and respect, even if formal, and a simple human mini-sympathy may be the reason: “well, a person is dismissed / leaves - why not to regret it? after all, I too can be in his place! ”. The purpose of this whole thing is not humanism, but a simple calculation — so that the dismissed person thinks: “Or maybe they are not that bad? Or maybe this is not such a bad company? And I am also involved in the fact that I did not work out with this company, I am also to some extent to blame ... ”This is not a manipulation, it will turn a person to the many facets of this complex process, he will not see the picture only with On the one hand, there is a chance that he can look at this side of the company

    . Full settlement. This is trivial, but this is a fact - the biggest mortal sin that a company can do to a departing employee is not paying it off. The variant of petty miscalculations is possible: vacation days that no one compensates for - this is another minus in karma to the former employer. It is clear that there are different cases in life, maybe the company really cannot pay off the outgoing employee, well, then you need to pay any, even a symbolic amount - a person will see the horizon - they want to pay him - but now they cannot. And it may well be that in the future they will not be able to pay, but the last thing is still important, it is important to show the trend - the intention, and the last person will remember.

    Clearly state the procedure for dismissal. To inform everyone and make sure that no one in any way takes advantage of a person’s weakness in order to settle “office” scores - this is somewhere else, a person is already leaving. As the recruitment is an important and clear procedure, the dismissal should be a clear and strictly regulated procedure.
    Do not give at the mercy of the leaders of directions, it is better to let it be one person who has such a difficult mission in which he needs to improve.

    And then, most likely, the dismissed employee will not apply all his negative energy of the disorder of dismissal to the inspirational start of the game: “write as many dirty reviews as possible about this fucking company!”. And it will calmly go on, even if he still has claims to the company.

    Dismissal, as well as hiring employees is part of the life of any company, and it’s better to expand your horizons by changing the attitude to this painful process: dismissing the word “will”, the employee is free, and is free to start a new life in another company, thus the company gives him a ticket in a new life - but another task is how to “turn” a person in the awareness of his dismissal.

    In this passage, an excellent example of how to dismiss employees: a person “in the grief of dismissal”, when he sees nothing but his problems — he showed the horizon, and he goes forward.

    And, of course, it is possible to dream utopianly - so that the manager (HR-manager) would not have to dismiss anyone, but if you have to do it, then it’s better to do it skillfully, and it’s better to learn, and not to think that “everything will be decided somehow” !

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