From the author:
Emotional intelligent quit - is that at all?
If redundancies occur, the employees who have to leave are the hardest. But it is also hard for the boss. The bad news first:
A termination remains a personal disaster. The good news: bosses can learn to dismiss employees respectfully and behave dignified.
The termination due to the business
A horror scenario for many bosses is to tell good employees the termination. They know already in advance that this situation will be emotionally stressful and fear to be infected by the anger, the sadness and despair.
The challenge is not to disguise this empathy, but to use it for the conversation.
Lay off employees - typical traps
Many executives speak in fear that the employee feels like he's being punched out, too much and overwhelming him with statements such as, "It'll be all right again." Or "You'll quickly find a new job."
These emotional killer phrases are not at all helpful, but lengthen the torment and increase grief.
Announce, but right
A good strategy is to perceive and recognize the emerging emotions in such a conversation. This is made clear by supervisors by expressing their understanding of the employee's dismissal.
Clear statements such as: "I can understand that you are disappointed and despair arises. I would feel the same way, "relieved both sides. It is good if supervisors also formulate that this step is difficult for them. However, they should be careful not to dilute the decision. This includes making it clear: "We must - better still, we will - end the employment relationship." Without ifs and buts!
The self-inflicted termination
If an employee has enriched himself at the expense of the company, misused the trust or otherwise committed something wrong, then the situation is for him Chef another.
Instead of compassion dominate anger and disappointment. Nevertheless, a short, clear conversation is the means of choice, so that both sides get out of the situation well.
What can the person concerned do?
Really, no one can prepare for his dismissal, even if in the majority of cases employment-induced dismissals are already indicated. In such a situation, the person concerned helps to name his emerging feelings.
For example: "I feel so helpless and I'm afraid I can not find a new job". An empathic boss will not mind if the fired employee asks to retire. After all, the emotional avalanche takes some time to fade away.
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