Dismissal Meeting

Procedure of conducting dismissal meeting
Name
Course
Instructor
Date
Introduction
Terminating an employee is not pleasant, and it can also be awkward to inform the employee that he or she has been fired. Nonetheless, when properly conducted a dismissal meeting can defuse tension while also preserving the employee’s dignity. As such, the dismissal meeting ought to avoid escalating hostilities (Bratton & Gold, 2012). Even though, termination typically occurs for valid reasons, the fired employee(s) may feel disgruntled. On the other hand, if there are indications that dismissal was a result of discrimination, the employees have a right to seek legal redress for wrongful termination. Providing prior notice and identifying benefits and payments are necessary, after determining that there is a need for employee dismissal. This paper focuses on the procedure of conducting dismissal meeting, highlighting how a manager can one with employee layoff, the process of conducting dismissal meeting, a proposal on compensation for the departing employees. It was also use a chart to show the disbursement of compensations, and the possible effects of the layoff on the fictitious company.
Manager’s coping with negative emotions accompanying employee layoff
Since downsizing may be stressful to both the employees and the manager, there is a need to maintain a positive attitude. This keeps the manager motivated, even when they know that other employees are uncomfortable about the dismissal of their colleagues. This positive attitude is necessary since it affects the way managers make decision, since it is necessary to avoid making rush decisions that may strain relations with the remaining employees. Hence, managers need to reassure staff that it is simply part of the procedure for the dismissals to occur. In order to maintain a positive attitude the managers should not have a negative perception about the dismissal process especially in times of downsizing. Additionally, showing empathy to those dismissed helps the manager to cope (Lin, 2012).
Another strategy is to be upfront with the employees through providing communication and feedback even before there is dismissal. This is especially when there has been poor performance, and the employees have been informed (Robbins, 2009). Communication is essential as this helps the managers to cope better with the employees’ reaction following dismissal. Managers should not spin the circumstances, but they would rather be straightforward in dealing with the dismissal. Managers who communicate widely help to diffuse tension with employees, enabling them to cope with situation better since they are already prepared for any eventuality. In any case, when there are indications that there will be layoffs, the employees tend o be anxious and having open communication with them offers reassurance.
Another strategy that is potentially helpful is provision of outplacement support, and this is because dismissal is stressful o the victims who are unsure how to go about getting back into the job market. This offer help in a stressful situation, but outplacement improves the victims coping skills. This makes it easier for the manager to deal with negative reactions by ...