Senior Expert of HR Services Department at BDO Unicon Outsourcing
My experience has proved that good relations with former employees are not something extraordinary. In our company, there are frequent cases when former employees still provide their assistance to us, collaborating with the company on a project basis. Or sometimes bring us new clients. How have we achieved this? We always try to follow some rules for a dismissal, in order to part friends.
1) Do not discuss the dismissal with an employee in the presence of other people; speak on a one-on-one basis.
2) Warn the employee as soon as possible. Yes, this is not always beneficial for you - there is a chance that he/she quits before you find another specialist. But a sudden dismissal increases the chances of the former employee turning into an enemy.
3) Tell the employee the truth about why you are firing him.
Good reasoning is as follows: “I would like to explain to you why we part so that you can take this into account in the future and know where you can become even better.”
Poor reasoning is as follows: "You did not fit us," "You did not manage."
4) Give useful advice. Formulate your idea correctly: he/she is not a bad specialist; he/she is a good worker who has room to develop.
Good reasoning is as follows: “I see that you are making progress in this and that, you will probably be able to achieve a lot in this area, so this or that work may suit you. But it will be very useful for you to gain some knowledge and skills related to time management and written communication - read these books.”
Poor reasoning is as follows: “You can't do this, don’t do this kind of work.”
5) List all the positive qualities of the employee, because you had something to appreciate him/her for.
6) Parting is always stress: for the company, for the HR department, for colleagues, for the manager, for the employee. Tell him/her about it. Show that this situation is also complex for you, and you are upset, the employee for you is not just a screw that is easy to replace.
7) Promise to give a good recommendation for future employers. Say that he/she can always approach you for these purposes (of course, if you are really willing to recommend him/her). Take the effort to prepare such a recommendation in writing and provide it to him/her at the time of dismissal.
8) Help with further employment, if you have such a possibility. For example, if you know about a particular company which is in need of an expert with similar experience, advise him /her to go there for an interview. And if your company once has a suitable job offer and you are ready to take him/her back, inform him/her of this possibility. Agree to keep in touch.
9) Ask him/her what he/she liked or didn't like about the company. Listen attentively, show that his/her opinion is important to you, and that you will take it into account in the future.
