Termination is one of the few workplace moments almost every manager will eventually face. However, many are not trained for it, and the exit process is often left to instinct and discomfort. A Development and Communications manager in Tanzania recalled a particularly abrupt termination experience. She received a calendar invite titled “Status Review” and within four minutes, her job no longer existed. This experience highlights the importance of handling termination with care.
Organisational psychologist Joel Brockner has spent decades studying layoffs and downsizing. He found that survivors judge their leadership not by whether someone was let go, but by how fairly it was handled. A poorly managed exit can wound the person leaving and erode the trust, loyalty, and effort of everyone watching. The questions that linger in a team's memory include whether the decision was explained honestly and whether the person was treated as a human being.
When letting someone go, it's essential to handle the situation with care and respect. The person should never learn about their termination from a vague meeting request. A short heads-up that the conversation will be serious is basic respect. The direct manager should lead the conversation, and HR can be present for the process. Outsourcing the entire moment to someone the employee barely knows signals that the organisation couldn't be bothered to show up itself.
Clear communication is crucial during termination. Corporate euphemisms like "restructuring" or "role elimination" exist to protect the speaker, not the listener. It's essential to say plainly what has happened and why, to the extent possible legally and ethically. Ambiguity doesn't soften the blow; it adds confusion to grief. Protecting the person's dignity in the room and after the conversation is also vital.
Generosity and respect are essential when letting someone go. This includes providing severance, references, and notice. Disabling someone's email or cutting off office access before letting them know they've lost their job can turn a difficult conversation into a deeply humiliating experience. A well-handled termination can maintain trust and loyalty among remaining employees.
Communicating with the remaining team is also crucial. The message should be honest and tactful, and the tone should be considerate. A leader's silence can breed rumours, while a rehearsed, hollow message can lead to cynicism. A well-handled termination can actually hold a team together after a loss. Leaders should consider the impact of their words and actions on the team.
In conclusion, handling termination with care and respect is essential for maintaining trust and loyalty among employees. This includes clear communication, generosity, and respect for the person leaving. By prioritising a well-handled termination, organisations can minimise the negative impact on remaining employees and maintain a positive reputation.
Key points
- A poorly managed exit can erode trust, loyalty, and effort of employees who remain.
- Clear communication is crucial during termination.
- Generosity and respect are essential when letting someone go.
