This article outlines some guidelines for how to administer a termination meeting with an employee.
Do's
- Do have on hand printed versions of all of the documents for the termination meeting, as provided by WorkforceWins. (It can be helpful to have one for each attendee.)
- Do hold the meeting in a private room and, where possible, at the end of the day if it is their last day.
- Do have a clear meeting process in mind. (A sample is provided below.)
- If you will provide reasons for the termination, which is not required, make them concise and high-level reason(s) and reiterate them if questions arise.
- Do refer any questions or concerns to WorkforceWins. If you do answer questions, do it calmly and concisely without being drawn into added details.
- Do give the employee a paper copy of the termination later (and any ancillary documents provided by WorkforceWins).
- Be prepared to know and communicate what company assets, if any, you need to collect.
- Do have a strategy to get the Employee home if necessary.
- Do remain professional and kind.
Don'ts
- Don’t apologize or give the Employee false hope about future employment.
- Don’t let it get personal. Always talk about behaviours, skills, or fit. Not "you are too this" or "you can’t do that".
- Don’t answer questions beyond what is necessary.
- Don't feel the need to draw out the meeting. Balance providing a respectful experience with the risks associated with over explaining things.
Sample Meeting Process
- Welcome: ‘Thank you for coming’.
- Outline the purpose of the meeting: ‘We are meeting to discuss your employment status with the Company’.
- Cut to the point: ‘After careful consideration it has been decided that your last day of employment will be…’
- Termination letter: ‘Here is your letter which explains the arrangements. If you have any questions, please contact WorkforceWins directly.’
- Company Assets Retrieval: ‘Please take the following steps with regard to these Company assets.’
- Thank you: ‘Thank you for your service. Again, please contact me ow WorkforceWins with any questions you might have.'