Setting the Termination Meeting
Understand how to prepare and conduct termination meetings with empathy and professionalism. This lesson guides you to manage timing, involve HR appropriately, handle potential emotional reactions, and ensure security during separations, helping you navigate this difficult managerial task.
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First of all, termination always needs to be done in person. If the message of a performance review sent through email is bad, a termination through email is a thousand times worse. This needs to be done face-to-face (or face-to-camera-to-face, if you’re not able to get together in person), and usually with your HR rep present. You may imagine you don’t need the hand-holding, but thinking this underscores how important it is to have the HR rep present—they’re there to act as a second witness to the exchange, and in many cases to answer questions about things you won’t know the answers to, like post-employment benefits, severance, equipment returns, and ...