Here's another question: What's the best way to fire multiple people. Tell them at once? One at a time and risk the rumor getting out?
It seems like every time I hear a story about a layoff people complain that the management mishandled it. I haven't put a lot of thought into it, but I don't know if there's a humane way to do it.
It's the same with romantic break-ups -- there's never a good time or place.
After the first, it gets easier. If it's 3 or more, call it a layoff, which sounds better. Be respectful, but don't get into a debate. I disagree with the article's recommendation to outline all the reasons you're letting someone go. I prefer to say something like "this is a team, and I'm the coach. It's not personal. I need to make sure I have all the right players in all the positions I need. Right now you don't fit into my playbook.". Not that hackneyed, but along those lines. Don't act like you're ashamed or embarrassed (even if you are); this is just business.
Unless they're unstable, offer to write a recommendation. Always make it positive, but not glowing unless they really were good and you let them go for financial reasons.
Jokes aside, it's best to be respectful and use common sense. If it's because they're underperforming, you can be clear about that. If it's a long time employee and it's because of the economy, obviously, you have to be quite a bit more sensitive. This is especially true in a small company.
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[ 2.0 ms ] story [ 18.7 ms ] threadIt seems like every time I hear a story about a layoff people complain that the management mishandled it. I haven't put a lot of thought into it, but I don't know if there's a humane way to do it.
It's the same with romantic break-ups -- there's never a good time or place.
Unless they're unstable, offer to write a recommendation. Always make it positive, but not glowing unless they really were good and you let them go for financial reasons.
Jokes aside, it's best to be respectful and use common sense. If it's because they're underperforming, you can be clear about that. If it's a long time employee and it's because of the economy, obviously, you have to be quite a bit more sensitive. This is especially true in a small company.