Executives are also only People. Like every other employee, you know situations at work that make you uncomfortable – for example, layoffs. 10 stepswhat you should look for.


Resigning is one of the responsibilities of a manager

The job of a boss is to get things done. In doing so, he must be able to speak a power word if necessary, make tough decisions and impose severe punishments. The end of a working relationship is never a pleasant event, but it is something that is one Executive must do from time to time.

Most employers have a termination interview policy in place. The Conversation should give the employer the opportunity to find out about the reasons for the departure of the employee. Depending on Company A termination interview can be a formal one-on-one meeting or a less formal meeting with some colleagues or HR. Although that Objective is to ensure the well-being of the employee, the employer has the final say on the matter.

Emotional intelligent quit - is that at all?

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If layoffs are pending, it hits the employees who have to leave the hardest. But it is also difficult for the manager. Firing employees as a boss is still one of the most painful things Tasksthat you have to do. This is an essential part of your job that you cannot do without.

However, you must not allow that emotions Affect your judgment of fairness. That makes it hard to do your job! The bad news first: a termination remains a personal catastrophe. The good news: bosses can learn to dismiss employees respectfully and behave with dignity.

Why it is important to quit in an emotionally intelligent manner

The fact that you are emotionally involved is a positive, human sign: in recent years, the termination interview has become a routine part of the employment process in many companies. That's because more and more companies are using the ever-changing Working world have to keep up and expect their employees to be just as flexible.

But not everyone is up to this situation: Especially employees who had hoped for a secure job, often fall from the clouds when suddenly the notice of termination is on the table. It is precisely then that it is good for these employees to react in a human and emotional way and to deal with the fears of these employees.

Counteract the fear of dismissal

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Being fired is a scary situation for everyone involved. You are nervous and worried and have no idea what to expect. When it's time to leave your position, you need to have a termination interview with your boss. The first thing to consider is how you approach the conversation.

Because bosses have too Anxiety. It's mostly not about them Presentation before a big round or the fear of not being able to master a demanding task. Many managers become insecure when they have to deal with emotionally sensitive or politically difficult situations.

Terminate employees emotionally and intelligently: 10 steps with checklists

But what is the best way to fire employees? Should you threaten them or use soft words? Which approach is best for different situations? Some employers present themselves with a classic “letter of resignation” satisfied, while others need a more personal approach. So what is the best approach? 10 steps that will help you to get the ugly termination situation over the stage as well as possible.

1. Checklist: The right preparation counts

Resigning is a very stressful experience for everyone involved - especially for the boss. After all, he gives his employee an unpleasant experience and who likes to bring bad news?

What matters is the right one Preparation. For example, it can help to go through the conversation and its important points in advance. Here are some checkpoints to help you prepare for and handle a termination interview:

2. The termination for operational reasons

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.

Some people postpone the unpleasant conversation and maybe even hope that the employee will quit himself. The challenge here is not to disguise this empathy, but to use it for the conversation.

3. Clarify problems and open questions

If employees are to be terminated, the reason for the termination of the employment relationship should also be discussed. The more openly and constructively you address issues, the better it is for both sides.

A termination interview is intended to get to the bottom of any difficulties with the employee. You should talk about all the things that are yours Opinions after in working with the employee not in Order were.

4. Be honest and encourage honesty in others

Be Honestly with your employees and encourage them to be honest. Most people are familiar with the "quit interview," a one-sided conversation with the boss to clarify what the employee did wrong and why they were fired. In many cases, the termination interview is a scam because the employees tell their boss what they want to hear for fear of a bad job reference.

Do better and tell your reps that you expect to tell the truth and explain why he thinks the collaboration went badly. As the boss, you can only win through the feedback. Use this opportunity to learn something new for your leadership behavior!

5. Respond to typical reactions of the employee: Beware of the chatterbox

Employees who have been terminated likely have a lot of questions about their situation. About:

But this is exactly where a trap lurks: Many managers, afraid that the employee will feel rebuffed, talk too much and overwhelm them with statements such as: “Everything will be fine.” or “You will fast find a new job.” These emotional killer phrases are not helpful at all, instead prolonging the anguish and increasing the grief.

6. Perceiving and recognizing emotions

A good Strategy is to perceive and acknowledge the emotions that arise in such a conversation. That's what supervisors do clearby expressing their understanding for the terminated employee.

Clear statements like: “I can understand that you are disappointed and that despair arises. I would feel the same way." relieve both sides. It's good if superiors do too formsthat this step is difficult for them. However, they should be careful to decision not to be watered down. This includes saying clearly: “We must – better yet, we will – terminate the employment relationship.” No ifs and buts!

7. Let the employee have their say

It is generally accepted that workers have an opportunity to express their point of view if their boss decides to fire them.

Whether a termination is justified is a question of the individual circumstances. As a manager, however, you should reaffirm your point of view at this point: companies must be able to make decisions and Measures to take action that is in the best interest of their company.

8. If employees don't fit into the company: No false feelings of guilt

If employees don't fit into the company, there is no reason for guilt: In our daily work we often deal with difficult people and sometimes the situation is so bad that we have to let them go. After all, there are a number of good reasons why a boss might want to fire an employee. They range from the employee's bad attitude, disobedience, lack of work ethic, or poor performance in general.

Let's face it, having employees who aren't reliable is bad for you Shop. Not only does it create tension between employees and the company, but it also leads to lost productivity and dissatisfaction among other employees. And every boss has had an employee who really gets on his and other colleagues' nerves.

9. Avoid anger at self-inflicted termination

However, an employee has to Costs of the company enriches that Trust abused or otherwise guilty of something, the situation is different for the boss.

Instead of compassion, anger and disappointment then dominate. Nevertheless, a short, clear conversation is the means of the Choice, so that both sides come out of the situation well.

10. This is how supervisors can support affected employees

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 am afraid of not being able to find a new job". An empathic boss will have no objection if the fired employee asks to be allowed to withdraw. After all, the emotional avalanche takes some time to subside.

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