A Necessary Evil

“How we respond to something is just as important—if not more important—than our initial reaction.”
― Michael Thomas Sunnarborg, The White Box Club Handbook: Simple Tools For Career Transition

In many organizations, there are times where you have a decrease in the overall budgets and decisions made by the powers that be which are a necessary evil specifically when it comes to reducing the workforce. I always compare employment to marriage, you have a honeymoon, an adjustment period, and unfortunately for some, there is a separation or a divorce. Your employment is much like a marriage; no one wants to leave, but for much involved it is necessary.

My heart goes out to those dismissed from employment.  Just know that for every door closed, one opens. The time is now to strategize, to reorganize and come up with a plan B. You may be asking yourselves, what now? You have bills, food is needed and a family that depends on you.

While you adjust to the reality of your situation, don’t dismay! Things to consider:

1. File unemployment
2. Give yourself time to let it sink in if you are able.
3. Update your resume
4. Stay informed
5. Prepare yourself to begin job searching

If you received a severance packet, it would assist you while you are looking for new employment. Many resources will provide a benefit and will land you in the next chapter of your life. Best of Luck!

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Termination

Managers tend to treat organizations as if they are infinitely plastic.
They hire and fire, merge, downsize,
terminate programs,
add capacities.
But there are limits to the shifts that organizations can absorb.
– Kevin Kelly

There are multiple methods of termination, it is what you, the employer will follow that will determine the outcome. As an employer, you have the authority and a responsibility to conduct business promptly from onboarding to retirement.

Termination is psychologically painful and detrimental, but when the act is performed entirely in an unprofessional manner, then it is a problem! It is a task to be conducted with all involved to adhere to the same protocol starting from the very top, down to the very bottom of the employment chain. It sickens me when I witness an employee about to be terminated, and they are made to sit for an extended period in anticipation and not knowing what their outcome is to be. Tell me! Is that fair? By doing this, you are showing them that they are disposable, and didn’t matter regardless of the services they provided or the years invested in the organization!

I am an HR professional, and I can honestly say what happened was inexcusable with lots of sprinkles of unprofessionalism. I sat with this employee as she waited and waited. When it came time for the powers that be to meet with the individual? The task took well over a lengthy span of time.

Termination of an employee is not pleasant and is never a smooth process but following the proper procedure should be seamless to be carried out without a hitch, with no glitches, and staff must be ready at all cost!

Give the employee the dignity and the respect to exit employment once they leave their job life. Food for Thought!