While, at the time of hiring, everyone involved is excited, willing and optimistic about the future experience, when it comes to ending the employment relationship, dismissal or being laid off, the atmosphere is not always so friendly.
In these moments, the team leader You need to be alert and know how to handle the situation so that everything ends smoothly. To help you understand what to do when you're going through these kinds of situations, we've put together some information and tips. Check it out!
Before we get into the specific actions a leader should take toward an employee leaving the company, it's important to clarify the difference between dismissal and layoff.
In both cases, we're talking about a person who is an employee being dismissed from the company. However, in the case of dismissal, it happens when the employee takes the initiative: they resign.
In the event of dismissal, the employer makes the decision. Except in cases where there is temporary stability (such as an employee's pregnancy), the company can, whenever it sees fit, dismiss an employee.
Whatever the reason—whether it's the person's own will or the company's—you should never embarrass someone who leaves the organization.
In addition to the issue potentially impacting other employees, the company's image in the market could be damaged.
As if that weren't enough, it's important to understand that a change of this magnitude has a huge emotional impact on anyone, even if they're someone who's more discreet.
When it comes to money, no one can be irresponsible. Therefore, when an employee resigns, or needs to be laid off, it's important that the company takes the necessary steps to ensure that all payments due are made in the correct amounts and on time.
When it comes to doing the math, some employees will have more knowledge than others. Regardless, the leader needs to understand the process and be able to answer questions clearly and honestly. Preferably, put everything in writing.
One point that can be quite delicate in a conversation about employee dismissal is what is motivating the event.
If the initiative comes from the employee himself, knowing what is leading him to make this decision can help to review the situation (if it is in the employer's interest) and even prevent the departure of other employees.
When we are talking about a layoff, explaining the reason will allow the person to reflect on the matter and try to avoid going through this situation in the future.
When laying off an employee, you need to be sure the decision has already been made. Therefore, it's more of a warning than a discussion about the reason. Politely explain what's been resolved, the reason, and answer questions, but avoid a lengthy meeting.
If the case involves dismissal, the employee has most likely already made up his mind. It's then up to him to understand what motivated him and pursue the legal proceedings. Discussions, fights, and high spirits should always be avoided.
A good team leader must be able to perform these tasks safely and responsibly. However, if you still have any doubts about the role of a true leader, we invite you to read our article that explains the 5 reasons your company should train leaders, not bosses.
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