The Process of a Dismissal Meeting … Research Paper
Pages: 5 (1480 words) | Style: n/a | Sources: 3
Managers can adopt a number of strategies to help cope with any negative feelings that might accompany an employee layoff. Strategies managers choose are meant to soothe any uncomfortable emotions ranging from compensation of laid off employee with attractive severance packages (Armstrong & Taylor, 2014, p. 519), hiding from those they have laid off, looking for support from colleagues or subordinates, or getting involved in spiritual activities or hobbies in order to help soothe feelings. Another coping strategy that may not be good in practice is quitting a job to look for a new one. Just like in conflict theory, complete avoidance of the issue or escaping from the issue is something people sometimes do in order to not deal with the problem.
These strategies can be classified in three ways. The first is control oriented coping that involves support seeking or direct action. The second is escape coping that involves disengagement or avoidance. The third is escape coping that involves jobs seeking. Everyone has different personalities and scenarios that they may deal with. Some may employ all three main classifications; some may stick to one more than the other two. Regardless, this is how managers commonly handle negative emotions after employee layoff.
Employee layoff is often a difficult time due to the nature of the layoff and the circumstances surrounding the employee leaving. By offering a severance package, the Manager is performing a direction action. Support seeking is when the Manager looks for support from colleagues or friends. Avoidance is when the Manager escapes the discomfort by avoiding the victim. Disengagement is when the manager attempt to distract her or his self by performing spiritual activities or engaging in a hobby. Job seeking comes when the Manager cannot handle the stress and told of the job and decides to leave and look for another. These all are problem focused coping, emotion focused coping, and avoidance focus coping.
A dismissal meeting can be hard to do right. Therefore, it helps to provide a step-by-step process of how to properly conduct a dismissal meeting. The first thing to do is preparation. Dismissals are often the main reason for lawsuits. Because of this, they must be planned carefully.
Any reason for dismissal should be carefully documented. The reasons must also be work related and legitimate. There can be no breach in contract by dismissing the employee. There must also be witnesses to confirm any factual information.
A good way to prepare is by having and researching a script to guarantee any potential issues will be covered. There should be coping methods in place to deal with when emotions run high. If for example, some screams, there needs to be a method in place to avoid things from escalating into violence or other unlawful or unprofessional behavior. The next step is picking an appropriate time and place.
The meeting should be done in private as well as kept brief. Discuss possible benefits, references and the real reasons for termination, always with a witness there to confirm any factual information. Make sure to give a termination letter as per one's company rules and state requirements. Right after the termination meeting, allow the person to collect his or her personal items left in the workspace, staying with the employee at all times until the person leaves the workspace. Any company property the employee has, make sure to collect. After this is done, have the employee immediately leave the premises after termination meeting and the collection of their personal items. Document what happened during the termination meeting, noting any comments made by the laid off employee. This brief step-by-step dismissal meeting covers all bases. It ensures accommodation and respect for the former employee.
While the law does not require employers to provide severance packages to employees, sometimes companies will give severance packages to terminated employees. This may be due to excellent job performance or some other reason that pertains to a labor union. Labor unions may negotiate terms of severance packages and such terms may even appear in a union contract. For the purposes of this section, Company F gave a severance package to recently dismissed employee Greg. But, what is a severance package?
A severance package often has several kinds of benefits. There are severance packages that simply consist of money payments (Joshi, Liao & Martocchio, 2011, p. 186). Others may even have additional perks like job placement services or free enrollment in… [END OF PREVIEW]
Cite This Paper:
APA FormatThe Process Of A Dismissal Meeting. (2016, February 13). Retrieved March 28, 2017, from http://www.essaytown.com/subjects/paper/process-dismissal-meeting/7709292
MLA Format"The Process Of A Dismissal Meeting." 13 February 2016. Web. 28 March 2017. <http://www.essaytown.com/subjects/paper/process-dismissal-meeting/7709292>.
Chicago Format"The Process Of A Dismissal Meeting." Essaytown.com. February 13, 2016. Accessed March 28, 2017.