(Published May 25, 2009)
There's no denying it. Terminating employees is one of the toughest parts of the job. That said, just because it's tough, doesn't mean employers should take what I think is the easy way out.
What's the easy way out in my opinion? Not delivering news of a termination face-to-face. Consider these real-life examples.
- A few years ago, Radio Shack used e-mail to notify about 400 employees that their positions were being eliminated.
- Another employer phoned a sick employee at home and left a voice-mail message informing her that business hadn't been good as of late, and she was off the payroll as of that day.
- A California food processing plant mailed letters to employees' homes telling them that they were being laid off.
- A text message alerted a shop clerk that she had been terminated.
- The only way another employee learned that he had been fired was upon receiving an e-mail informing him that his medical insurance was being cancelled.
I understand that sometimes it is not possible to deliver the termination message in person, but whenever that possibility exists I believe it should be utilized. It's the courteous thing to do.
Treating departing employees with respect is not only good for the company's reputation and the morale of remaining employees, but it might just prevent an angry ex-employee from seeking solace in court. That is, as long as the termination message is communicated to all affected individuals consistently and with common sense.
One employer gave five African-American female workers no advance notice of an impending layoff, closely monitored them as they gathered their belongings, and prohibited them from walking through the office to say good-bye to co-workers. A white male employee, on the other hand, did receive advance notice, was not monitored, and was allowed to make his rounds to say good-bye. Not surprising, the state commission against discrimination awarded damages to the female employees for emotional distress, plus fees and costs, which the state supreme court upheld.
Another manager actually summoned a nurse out of surgery to tell her she was being laid off. Luckily for the patient, the surgery was minor and he/she wasn't adversely affected by the nurse's absence.
The next time you're tasked with delivering a termination message start by timing it right. Then, communicate the message in person. Finally, allow all employees to leave with dignity!
Melissa V. Pomerantz
Editor
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