Hi Could you please tell me how to handle a termination/separation process in an organization without hurting any one’s feelings. Thanks
From India, Hyderabad
2From India, Hyderabad
There are many ways to handle termination without hurting anyone's feeling, please let us know few things like the reason why the employee was terminated, whether domestic enquiry was conducted, has the employee accepted the fault etc etc. Last but not the least we are being paid for the job to be accomplished and not to maintain the relationship. Be professional and approach accordingly everything will be sorted out without any hassles
From India, Ahmadabad
From India, Ahmadabad
Hi,
I, second, Saji would request you to share more details about it
And I feel you need to know more about Termination and its procedure which can help you in getting the answer of your own question.
Second, if you want to discuss about "Separation" so I would like to say that there are many things which come under "Separation" including Termination, Retrenchment, Absconding and Resignations but with TERMINATION only , there are a procedure where employer has to take direct and immediate action against the employee based on a specific or defined terms and conditions of employment when employee found guilty or I would say "because of some wrongful actions of employee, forced employer to adopt this procedure" means the employee been "discharged", "dismissed", "fired" or "permanently laid off"
The employee who's gonna terminate based on valid reasons and after completing procedure and formalities deserves the action and set an example for other employee too, so I dont think professionally we need to think or care about the effects of termination to other employees or about the employee who found guilty in that case.
-RETRENCHMENTS/LAYOFF which hurts employees is an unavoidable/ unwanted situation and neither employee nor employer wants this actually.
-RESIGNATION where employee leave company/organisation with a mutual agreement by following terms and conditions of employment
-and because of ABSCONDING where an employee leaves his job without resigning and informing employer which hurts employer as its increase the attrition (Attrition refers to the loss of employees) comes separation including termination as stated above.
From India, Gurgaon
I, second, Saji would request you to share more details about it
And I feel you need to know more about Termination and its procedure which can help you in getting the answer of your own question.
Second, if you want to discuss about "Separation" so I would like to say that there are many things which come under "Separation" including Termination, Retrenchment, Absconding and Resignations but with TERMINATION only , there are a procedure where employer has to take direct and immediate action against the employee based on a specific or defined terms and conditions of employment when employee found guilty or I would say "because of some wrongful actions of employee, forced employer to adopt this procedure" means the employee been "discharged", "dismissed", "fired" or "permanently laid off"
The employee who's gonna terminate based on valid reasons and after completing procedure and formalities deserves the action and set an example for other employee too, so I dont think professionally we need to think or care about the effects of termination to other employees or about the employee who found guilty in that case.
-RETRENCHMENTS/LAYOFF which hurts employees is an unavoidable/ unwanted situation and neither employee nor employer wants this actually.
-RESIGNATION where employee leave company/organisation with a mutual agreement by following terms and conditions of employment
-and because of ABSCONDING where an employee leaves his job without resigning and informing employer which hurts employer as its increase the attrition (Attrition refers to the loss of employees) comes separation including termination as stated above.
From India, Gurgaon
Hai members, in my opinion one more termination of service is there ie person who is not traceable for 7 years and above with the court order
From India, Visakhapatnam
From India, Visakhapatnam
Dear Questioner,
Your question appears to me a little bit paradoxical though it has been couched in nice words.In the realm of employment, the term 'termination' denoting "loss of employment" has a specific connotation ie., "loss of relationship".So, pain is always inseparable from separation for some one is going to hurt - may be the employee affected or the employer at times when it is at the instance of the employee when his services are indispensable to the organization or even the co-employees instilling a sense of fear in them because of the ways the exit was shown - it depends.In any type of termination which was elaborately dealt with by Anil subscribing to the professional approach recommended by Saji, 'the hurt factor' or 'the sentimental blip' automatically recedes into insignificance. In such a situation, what is more important is whether it is fair after ascertaining its inevitability.
From India, Salem
Your question appears to me a little bit paradoxical though it has been couched in nice words.In the realm of employment, the term 'termination' denoting "loss of employment" has a specific connotation ie., "loss of relationship".So, pain is always inseparable from separation for some one is going to hurt - may be the employee affected or the employer at times when it is at the instance of the employee when his services are indispensable to the organization or even the co-employees instilling a sense of fear in them because of the ways the exit was shown - it depends.In any type of termination which was elaborately dealt with by Anil subscribing to the professional approach recommended by Saji, 'the hurt factor' or 'the sentimental blip' automatically recedes into insignificance. In such a situation, what is more important is whether it is fair after ascertaining its inevitability.
From India, Salem
Dear HRSW1,
Have you planned the transition of your employees to their next job ? You may have to let employees go depending on business cycle or other reason, yet your decisions should n't affect their career .
If you look for , there are companies who offer Professionals Transition Management Services . You can consider hiring one.
Alternatively you can set one within your firm . Please identify seniors who are experts in counselling and are connected with the industry .
You may not find the exact role for the employees in transition , but even a continuity in their employment somewhere else would help.
Try and find them a job and then release them from your firm.
Please do consider giving them a virtual designation to stay put during the job hunt. Finding a job without an existing one is next to impossible .
Please offer them positive feedback on growth and development . You might have found areas where they can succeed .
Hope this help . Please share more about your options, so that we can guide you for the Transition Management , if you need it.
Thankyou once again!
From India, Mumbai
Have you planned the transition of your employees to their next job ? You may have to let employees go depending on business cycle or other reason, yet your decisions should n't affect their career .
If you look for , there are companies who offer Professionals Transition Management Services . You can consider hiring one.
Alternatively you can set one within your firm . Please identify seniors who are experts in counselling and are connected with the industry .
You may not find the exact role for the employees in transition , but even a continuity in their employment somewhere else would help.
Try and find them a job and then release them from your firm.
Please do consider giving them a virtual designation to stay put during the job hunt. Finding a job without an existing one is next to impossible .
Please offer them positive feedback on growth and development . You might have found areas where they can succeed .
Hope this help . Please share more about your options, so that we can guide you for the Transition Management , if you need it.
Thankyou once again!
From India, Mumbai
Separation is not painful only when both parties agree to part ways and realize that they will be happy without the other, otherwise separation is always painful to either of the parties.i.e employer or the employee.Your post denotes a situation where the employer wants to terminate the services of the employee but the employee has no such ideas.As other learned members have enlightened you on various methods of termination, I do not want to go into those details. But what I gather from your post is whatever may be the reasons, the employer does no longer require the services of the employee.but agrees to condone the conduct of the employee that has led him to take the extreme step of terminating his services and therefore desires to end the relationship without hurting the employee.In my view, this can be done by only one way.
1) By calling the employee for a meeting in which the employee may be informed about the unwillingness of the management to continue his services and the reasons therefor but would like to give the the employee the option of resigning from the services though the employer has the option to terminate hi service which he does not want to exercise keeping in view his carer ahead.
2) If the reasons for termination are plain but not stigmatic such as that the employee, has a good conduct but is low on performance which is unintentional etc, the employer may also guide him with placement else where that may suit his level of ability.
3) He can be given a service certificate and relieving letter without making any remark that damages his career.
I restrain myself from suggesting to issue a simple termination order or discharge order that does not cast any stigma on his conduct since even an order of termination simpliciter or discharge simpliciter shall reveal grounds for termination. which may hurt him or his career though not cast a stigma.and also because it is always fraught with the risk of being dubbed as retrenchment or punitive, if the employee is a workman, more so if he is on the permanent rolls but not under probation,
B.Saikumar
From India, Mumbai
1) By calling the employee for a meeting in which the employee may be informed about the unwillingness of the management to continue his services and the reasons therefor but would like to give the the employee the option of resigning from the services though the employer has the option to terminate hi service which he does not want to exercise keeping in view his carer ahead.
2) If the reasons for termination are plain but not stigmatic such as that the employee, has a good conduct but is low on performance which is unintentional etc, the employer may also guide him with placement else where that may suit his level of ability.
3) He can be given a service certificate and relieving letter without making any remark that damages his career.
I restrain myself from suggesting to issue a simple termination order or discharge order that does not cast any stigma on his conduct since even an order of termination simpliciter or discharge simpliciter shall reveal grounds for termination. which may hurt him or his career though not cast a stigma.and also because it is always fraught with the risk of being dubbed as retrenchment or punitive, if the employee is a workman, more so if he is on the permanent rolls but not under probation,
B.Saikumar
From India, Mumbai
Hi,
When it comes to "Termination", it is always painful if done by the employer without the consent of employee. Rightly suggested by learned follower, the HR head should call the employee who is likely to be terminated and have a consultation session, try to convince him that termination is the inevitable fate but the separation will not be punitive. The employee may be asked to tender resignation or he may be terminated giving reasons which are not attributed to the employee concerned. In addition, a relieving letter for his rendered services be given to the employee which will help him prove him innocent and gain him employment elsewhere. Terminal dues may be settled immediately, which will reduce his pain of separation. It will be quite troublesome and painful for him/her to come time and again to get dues settled after termination.
AK Jain
From India, Jabalpur
When it comes to "Termination", it is always painful if done by the employer without the consent of employee. Rightly suggested by learned follower, the HR head should call the employee who is likely to be terminated and have a consultation session, try to convince him that termination is the inevitable fate but the separation will not be punitive. The employee may be asked to tender resignation or he may be terminated giving reasons which are not attributed to the employee concerned. In addition, a relieving letter for his rendered services be given to the employee which will help him prove him innocent and gain him employment elsewhere. Terminal dues may be settled immediately, which will reduce his pain of separation. It will be quite troublesome and painful for him/her to come time and again to get dues settled after termination.
AK Jain
From India, Jabalpur
thank you all for the replies.when the termination happens on productivity/efficiency issue the employee need to be given any time to prove himself? or if the employee is terminated are there any policies like the employee need to leave the premises immediately and he is not supposed to talk with anyone?
From India, Hyderabad
From India, Hyderabad
If an employee's services are to be terminated for productivity and performance issues, I am of the view that if the employee shows willingness and inclination to improve, he shall not only be given time for improving it but also need to be helped with guidance in the form of providing feed back to him about weaknesses or deficiencies and be provided with support in the form of mentoring and coaching or training.The policies which you refer to, are unknown and unheard of.
B.Saikumar
From India, Mumbai
B.Saikumar
From India, Mumbai
Community Support and Knowledge-base on business, career and organisational prospects and issues - Register and Log In to CiteHR and post your query, download formats and be part of a fostered community of professionals.
Process flow for Updation of Aadhar Number.pdf
HOW WE DO-Process flow chart.doc