If you are a business owner, manager, or team leader, you understand the importance of establishing and maintaining a healthy workplace culture, where your staff feel valued and supported, and motivated to collaborate in their work. It’s not only good for productivity, but also reduces staff-turnover, which can be costly and damaging to your company’s reputation.
However, sometimes things don’t work out with an employee, and you are faced with the unenviable task of letting someone go. Hopefully, this will be a rare event, as there are a variety of consultation, support and disciplinary measures you should follow to give your employee a chance to improve. This will also help you to avoid claims of unfair dismissal.
If it gets to the point where there is no other option than to part ways, you have to make sure you deal with the situation swifty, but carefully. This isn’t a decision you take lightly, and it won’t be easy. Losing a job is an emotional and life-changing event, and even the most troublesome employee deserves to be treated with empathy, dignity, and respect.
Fortunately, if you have a clear idea of how to prepare for, execute, and follow up on a dismissal procedure, you can feel more confident that you are doing the right thing by your company and employees. It will also communicate a sense of strong and empathetic leadership that will be reassuring to your workforce, and minimise disruption in future.
To help you find a professional and considerate approach to letting someone go, HeadwayCapital have put together this handy infographic of 15 mistakes to avoid, and tips to help you get it right.