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Treating People Right: Handling Employee Separations and Downsizing Effectively

Treating People Right: Handling Employee Separations and Downsizing Effectively. AGENDA. OBJECTIVES & BENEFITS. To present the business reason for the separation clearly, quickly and calmly To communicate outcomes in a clear, consistent and professional manner - clarity of next steps

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Treating People Right: Handling Employee Separations and Downsizing Effectively

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  1. Treating People Right: Handling Employee Separations and Downsizing Effectively

  2. AGENDA Treating People Right 07-2009

  3. OBJECTIVES & BENEFITS • To present the business reason for the separation clearly, quickly and calmly • To communicate outcomes in a clear, consistent and professional manner - clarity of next steps • To demonstrate dignity and respect for all individuals • To make the process as personalized and individual as possible, yet ensure consistency • To help employee focus on the future Careful preparation and planning of this meeting will help to: • Ensure person understands decision is final and not subject to negotiation • Ensure organizational assets are protected • Control undue disruption to work • Increase potential of positive feelings toward the organization at a later date Treating People Right 07-2009

  4. PREPARATION& PLANNING • Overview of Roles • Agency CEO or VP • Explain termination to employee • Anticipate and handle employee reactions • Consider “Remaining Employees” • Agency CEO or VP and/or Local Resources • Explain benefits, severance and introduce outplacement • Right Representative (if onsite) • De-brief with employee • Assist with processing of information • Describe Right service being offered and next steps • Discuss communication to family • Prepare individual for departure Treating People Right 07-2009

  5. PREPARATION & PLANNING • PRE-NOTIFICATION DAY LOGISTICS • CEO or VP and Local Law firm (as a resource) • Coordination of the logistics, separation documents, and best days to schedule notification • Tips/Reminders: • Review the severance agreement details and benefits ahead of time, including outplacement services • Review the “business statement” and review the “script” for the separation meeting • Rehearse and personalize the script; PRACTICE handling difficult questions • Prepare communication to remaining employees • Identify “Neutral” meeting room—not notifier’s office; have tissues/water/boxes discreetly placed Treating People Right 07-2009

  6. ONE-ON-ONE MEETING • Ask person to sit down • Avoid small talk - get to the point • Communicate decision immediately, include business reason • Keep meeting brief--3-5 minutes • Don’t be defensive • Listen to response • Explain that decision is final • Be sure employee knows next steps Treating People Right 07-2009

  7. DEALING WITH EMOTIONS • Basic Tips • Emotions are real and legitimate and must be respected and accepted. • Review Right’s “Checklist for Planning Employee Separation” document. • Have information available for an EAP (Employee Assistance Program) or 911 for extreme or urgent issues. • Common Reactions to Notifications • Shock • Disbelief/Denial • Anger/Hostility • Bargaining • Anxiety and Fear Treating People Right 07-2009

  8. HANDLING REACTIONS • Extreme Anger: Icy/Hot • recognize anger calmly • focus on the future • Teary/Weepy/Physical Distress • acknowledge feelings and remain calm • focus on the future • time alone • have tissues and water available • ask if they would like to call a family member or friend before leaving • ask if they are able to drive themselves homeor if a taxiis needed • summon medical assistance if necessary • Manipulation/Cavalier/Legal Threat • stick to the facts and remain calm • restate finality of decision • remind this is a major change; encourage use of resources provided • state prior legal review and encourage thorough review of severance package Treating People Right 07-2009

  9. SAMPLE RESPONSES • I recognize this news is a shock. • We are providing resources to assist you through the transition; you are not alone in this. • The decision was made after much review and planning and it is final. • Your professionalism will serve you well today and throughout your career. • May I offer you some water… Treating People Right 07-2009

  10. COMMUNICATING WITH REMAINING STAFF • Communicate Date/Time/Location of Meeting • What to say? • Why? (Business reason) • How? (Fairness - process) • Caretaking (Support of those leaving) • What now? (Emphasize importance of those who remain. Discuss new direction and roles) • Questions and answers • Stay close to your people. Stress your concern for them and their colleagues; reinforce their value • What to expect from remaining employees: angry; sad; scared; guilty; relieved Treating People Right 07-2009

  11. QUESTIONS? Treating People Right 07-2009

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