Running an organization involves various facets, and one inevitable aspect is employees departing the company. Whether it's due to changes in business needs, personal circumstances, or other reasons, handling employee departures is an essential part of HR management.
In this blog, we're going to explore eight crucial factors to consider when employees are saying goodbye, taken from a chapter in, our very-own, Wendy Giuffre & Ashley Kieboom's book, "The Only HR Best Practice You'll Ever Need". These insights will help organizations navigate the complexities of terminations and departures with professionalism, fairness, and compassion, ensuring a positive impact on both the departing individuals and the company's overall reputation. So, let's dive into the key considerations to make these transitions as smooth as possible.
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Legal Stuff - Keep It in Check:
Imagine you're hiring someone, right? Well, there are some rules you gotta follow. Like, in Canada and the U.S., you can't ask candidates about personal stuff like age, religion, race, or gender during interviews. It's the law, my friend. In Canada, things are getting more legal-heavy when it comes to employment, and in the U.S., you gotta keep records of all interviews to avoid trouble later.
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Beware of Lawsuits:
Picture this: you're letting someone go from your company. This is when you're most at risk for lawsuits. You can't fire someone based on stuff like their age. Ageism accusations are on the rise. Companies often pay more during layoffs just to dodge this issue. Firing someone for cause (like fraud or violence) is rare, as it can backfire. Lawsuits can be more expensive than paying severance, so think twice.
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Treat People Right:
When it's time to say goodbye, think about the person's situation. If they're in a tough spot, be a good employer and give them a bit more severance or extend their health benefits for a while. It's a small cost that shows you care.
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Stay Professional:
Keep your cool during termination meetings. Don't get into personal stuff or discuss why they're being let go. It's business, my friend. You might face anger, shock, or tears, but your job is to keep it professional.
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Offer Support:
Give departing employees options. You can continue paying their salary instead of a lump sum, or help them transition to a new job. It's a decent thing to do.
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Find the Balance:
Remember, you're in business. Don't keep someone on just because you feel bad for them. It can harm the whole team. Balancing compassion and business is key.
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Watch Your Reputation:
Bad exits can ruin your company's rep. Disgruntled ex-employees can trash-talk you online. So, do right by people when they leave.
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Welcome Back, Maybe:
Think about rehiring folks who left for a bit. They could bring fresh knowledge and skills. It's like getting a two-for-one deal.
Managing employee departures is an integral part of running a successful organization. The eight key considerations discussed in this blog are essential for HR professionals and business leaders to ensure that terminations and departures are handled with care and professionalism.
These insights are just a glimpse of the valuable information available in Wendy Giuffre & Ashley Kieboom's book, "The Only HR Best Practice You'll Ever Need". If you found this blog helpful and want to delve deeper into HR best practices and strategies, consider purchasing this valuable resource for HR professionals and business owners interested in understanding the intricacies of managing human resources effectively.
Interested in outsourcing your HR services before 2023 comes to a close? Reach out to our experts at Wendy Ellen Inc. to assist with all your organization's HR practices.
