Register now or log in to join your professional community.
1- Prepare: Speak to your supervisor or your HR manager and learn exactly why the position is being eliminated so you can explain it clearly and honestly. Think carefully about the types of questions the employee might ask you; what is the employee's last day; have the last paycheck ready and whether there will be any end of service pay or benefits.2- Call for meeting: Determine the exact date, time and a (private) location to announce the layoff to the employee. Call the employee shortly before the meeting and ask him or her to meet with you.3- Communicate: Without building up suspense, simply tell him or her that you have something very important to talk about. Then, say the words. Be very clear and concise. Ambiguity will cause confusion. Be calm, serious, and genuinely sympathetic.4- Be ready for the reaction: Anticipate any variety of emotional reactions. Be prepared to be supportive. Listen to them without becoming defensive. Answer any questions the employee has.5- Documentations: Have a folder handy with any paperwork that needs to be signed (such as a termination letter or a severance agreement), and be sure to include information explaining how final paychecks will be handled. You will need to obtain door keys, parking passes, ID badges, etc.. Make sure that all the policies and procedures are in accordance to the labor law and organizational policies.6- Offer assistance: Offer to help in packing up personal belongings, including retrieving any personal information in their work computer.
Though Ms. Samar define the process in detail and more or less we did the same, just want to add that in such cases it is better to review the performance with objectivity because here the question has been also raised towards HR that don't they screen the canddiate thoroughly? is he a cultural and organization fit employee? the supervisor is also accountable for that also. In whole case one thing must be follow i.e. "Confidentiality" and "Respect".
