Thorough planning of the time before, during and after a dismissal is the best way to ensure a dignified process for all parties.
Organisational adjustments may be necessary from time to time. The reasons may be many, but dismissal of a manager or employee is always serious and often associated with emotional reactions – whether it involves an isolated case or dismissals on a larger scale.
MANAGE THE ENTIRE PROCESS
Productivity will often decline significantly from the announcement of the change to execution, and organisational “static” is often inevitable.
Structuring the entire process can reduce this decline in productivity and minimise static, while ensuring a professional process that strengthens managerial credibility and accountability.
THREE PHASES OF A DISMISSAL PROCESS
A dismissal process can be described in three phases: before, during and after the dismissal, where thorough planning is critical to ensuring the smoothest possible process – even in a difficult time.
The first phase involves preparation of managers and process planning. It is important to keep in mind that being a manager does not necessarily mean being comfortable in the situation or experienced with dismissing employees.
Managers must be well prepared and know how to respond. This will ensure that managers in the next phase can conduct dismissals with dignity and respect for those affected.
The last phase involves restoring executive momentum, with a particular focus on the remaining employees who will make up the organisation going forward.