Dismissal Meeting

Dismissal Meeting

Introduction

For a successful organization, flexible labor markets are very important. Flexibility offers firms the confidence to create new job opportunities and recruit employees whenever they need. On the contrary, it is evident that employers dismiss employees from their job, especially during economic crises.

This paper sheds light on dismissal meetings, and demonstrates how employee exit from an organization can be pleasant rather than a legal liability. In this paper, coping strategies to counterfeit negative feelings of employees; process of dismissal meeting; issue of compensation; timeline of the compensation disbursement; and identification of three ways of layoff may affect the company are discussed.

Discussion

Three Way of Coping with negative feeling during Dismissal

Employee dismissal or layoffs can rarely be pleasant, except voluntary exits. In contrast, an appropriately conducted dismissal meeting that maintains the dignity of an employee may facilitate in defusing the tensest of this situation. There are a number of steps that human resource personnel can take to meet legal obligations to a fired employee and avoid growing any unfriendliness over the dismissal (Jenkins, Zapf, Winefield & Sarris, 2012).

Termination of employment is usually painful for all individuals engaged in the process. Each personnel is avoiding direct contact or do not make eye contact with one another. Interaction between the employer and employees is mostly hostile or unfriendly and can be broken down completely. Employee who gets terminated probably develops a negative feeling towards the employer or about the job due to lack of communication. And, sadly, it becomes no win situation for all, and is by and large clouded with intense negative feelings.

Employers must address these negative emotions of employees during dismissal. Three most effective ways of coping with negative feeling during dismissal are discussed below:

As regards to when and where, it is essential to consider feelings of employee, such as unnecessary embarrassment. Office manager must not conduct or call dismissed employee publicly into a boardroom that is located centrally to meet HR head is definitely not advisable and subtle (Stegers-Jager, Cohen-Schotanus, Splinter & Themmen, 2011). In the same manner, terminating employee and then asking him/her to pack their personal belongings while all other co-workers staring on him is inappropriate. Dismissal meetings must be conducted at the end of the day, or when other co-workers are not present, and must be conducted privately. In order to cater unnecessary employee embarrassment, dismissal meeting must take place in privacy and at a neutral location.

Protecting employee feelings during dismissal is not only human consideration but also a legal obligation to an employer. It is well recognized that the employer have a responsibility to act in good faith during dismissal. However, terminated employees usually get upset and stress which employer must effective deal by using effective communication with dismissed employees so that they can exit the organization in good faith.

Moreover, it is also essential that the person conducting dismissal meeting must be direct and to the point. On several instances, HR professional or employment law conduct or participate in dismissal ...