|Involuntary separations should be handled very carefully.|
Sunday, November 20, 2011
Involuntary Separations… How you handle?
There are only two reasons for involuntary separations, either you are not managing the performance well or your recruitment is wrong.
One of the manager always give the justification, he told once to employee that he took only 1 hour interview to decide on the hiring. Six month probation period is enough to decide the separation. He was absolutely right, but then his hiring or interview skill must be very poor.
2) Make expectations clear: Do you have the proper assessment system in place? Line managers should make the expectations clear. HR has to see whether the Job Description is explained, targets are set and proper orientation is conducted.
3) Document: Most of the people think that documentation taxes their time. Is it so? They do not have the priorities decided, or they just are not aware about the consequences. Documentations of expectations, (in term of KRA sheet, JD etc) should be clear and should be signed by line manager and an employee. If there are meetings on issues, minute of meeting should be documented. The letter on agreed action should be communicated to the employee on time.
4) Address the issue at early stage: Most of the issues are addressed when the assessment is due. On the last date of assessment line managers communicates HR that the person is not doing well and require certain actions. Was he sleeping? Has he communicated employee on the issue? Has this been documented? Every issue should be addressed at the early stage, you are not only being unfair to the person, but you are unfair to the organization also.
5) Don’t be unfair: Don’t push your personal agenda on people. Give time to people to think and acclimatize with the function, organization. Show empathy and always be fair with people. Believe on the law of attraction, you can not be unfair with people always; otherwise, you will be the next person.
6) Don’t victimize: As a part of organizational polices, discrimination should be strictly no. Don’t victimize the person because he is not your cheerleader. Grow up and be professional.
Involuntary separations are frustrating to employees and their families and sometimes can be financial death for them. Line Managers are the important key people to decide the fate of their subordinate. Hence the role of HR is very crucial in such cases. HR should be always the Gate Keeper for the process and see that the process is followed properly.