Dismissal of the employee: Find out how the company should act

Firing a worker isn’t easy; that they kick you out, even less. For the employee, losing a job is drama and for the company, not being able to maintain the relationship with the employee is frustrating. How should companies and staff act if there is no other way out than dismissal? of the worker?

Why is an employee terminated?

The reasons for the dismissal of the employee can be several. In most cases the reason is a Bad performance. At least that’s what employers say. In Brazil, for example, a study by recruiting firm Robert Half found that 34 out of 100 hiring managers cited this rationale as the top reason. They complete the list: inadequacy towards organizational culture (26%), poor relationships with team (16%), tardiness or absenteeism (12%) and poor empathy with supervisors (10%).

With some differences, but not very distant, the Colombian reality shows that this is not a trend exclusive to Brazilians. The website Aliadolaboral.com conducted a survey of more than 300 companies in the country and asked: Why are Colombians fired? The answers were: work unproductivity (44%), contribution to a poor work environment (32%), absenteeism and delays (9%), aggressiveness towards supervisors (8%) and poor personal presentation (7%).

A termination interview loosens up the situation

Often the friction between company and employee it is inevitable. But the manager has to deal with smoothing over animosity. The termination interview is one of the ways to do this.

This practice is important because The employee must be heard when he gets fired. «At this point, the employee has the opportunity to express his opinion about the company, its managers and processes. This tool is important for the company to also analyze its improvement points and take important actions to achieve better results in people management,” says Human Resources Manager Alessandra Vieira Martins.

But it’s clear that this strategy will be less effective if the company doesn’t have one in place relationship of trust with the employee during his stay in the organization. Without trust, you don’t feel comfortable being transparent and sharing a valuable opinion about the company.

“It’s just as important Feedback for this worker, who must also analyze the reasons that led to the termination and prepare for the next opportunity. In all phases, the good work of the HR manager makes the difference,” says Alessandra.

What to propose when dismissing the employee?

When the dismissal is communicated to the employee, the treatment must be done so respectful and attentive as when he joined the company. A lot of friction can create trauma and sadness that can even lead to labor lawsuits against the company in the future.

For this reason, at the time of dismissal, some measures are essential:

• Offers the worker a letter of recommendationunless the termination is for good cause
• It is considering granting continuity of service of the prepaid medical service for a period of time
• If possible, keep the benefit of the base basket
• Send the worker to recruitment agencies.
• Offer him an agreement with psychologists for incentive and consideration Appreciation
• Maintain agreements with training companies so that the former employee can carry them out a course in another area.