Rules and techniques for dismissing an employee
Posted: Tue Jan 28, 2025 6:52 am
That is, for the first violation, give a serious verbal warning. If the person allowed himself a second offense, which even became the reason for the failure of the project, assign a disciplinary sanction. And when you finally decide to fire this employee, he will know exactly why. The important point here is to call the employee each time for a personal conversation and clearly convey why he is being punished.
Gradual long-term care
This approach is justified when a albania email list company moves to a new level in its development and the old employee simply can't cope. Then you can give the person some time to calmly find another place. Give him good recommendations (even personally talk to a possible future employer), allow him to go to interviews (even during working hours, but without compromising productivity).
Good compensation as a safety cushion
Why not? This is a great way to leave calmly, without hysterics, because, having several monthly salaries in hand, you can have a good rest and start thinking about your future work activity with a fresh head.
The most loyal dismissal based on the outplacement principle
There is a distinction between open and closed outplacement. Open outplacement involves active assistance in finding a new job for employees dismissed from the company. For them, the former employer provides special consultations on employment, helps to write a resume and competently present it on the labor market, organizes retraining or advanced training courses at his own expense, etc. In large Russian companies, this approach has been practiced for a long time, in particular if it is necessary to lay off a large number of people when disbanding entire departments.
Rules and techniques for dismissing an employee
A clear example: Procter & Gamble bought the Novomoskovskbytkhim plant. But the dismissed employees were not simply thrown out on the street - outplacement was carried out for a thousand people: people were retrained, requalified, and assisted in finding employment. Thus, one of the employees, who had previously worked as a timekeeper, trained to be a hairdresser and make-up artist and got a good job in one of Moscow's beauty salons.
Closed outplacement is used when it is impossible to simply fire an employee. For example, if we are talking about a top manager, whom the management secretly wants to get rid of without entering into a conflict with him (because this can be fraught with consequences). Then the company itself contacts a recruiting agency, placing an order for this employee. As a result, he receives such tempting offers that he leaves himself, and even with pride in his demand.
Gradual long-term care
This approach is justified when a albania email list company moves to a new level in its development and the old employee simply can't cope. Then you can give the person some time to calmly find another place. Give him good recommendations (even personally talk to a possible future employer), allow him to go to interviews (even during working hours, but without compromising productivity).
Good compensation as a safety cushion
Why not? This is a great way to leave calmly, without hysterics, because, having several monthly salaries in hand, you can have a good rest and start thinking about your future work activity with a fresh head.
The most loyal dismissal based on the outplacement principle
There is a distinction between open and closed outplacement. Open outplacement involves active assistance in finding a new job for employees dismissed from the company. For them, the former employer provides special consultations on employment, helps to write a resume and competently present it on the labor market, organizes retraining or advanced training courses at his own expense, etc. In large Russian companies, this approach has been practiced for a long time, in particular if it is necessary to lay off a large number of people when disbanding entire departments.
Rules and techniques for dismissing an employee
A clear example: Procter & Gamble bought the Novomoskovskbytkhim plant. But the dismissed employees were not simply thrown out on the street - outplacement was carried out for a thousand people: people were retrained, requalified, and assisted in finding employment. Thus, one of the employees, who had previously worked as a timekeeper, trained to be a hairdresser and make-up artist and got a good job in one of Moscow's beauty salons.
Closed outplacement is used when it is impossible to simply fire an employee. For example, if we are talking about a top manager, whom the management secretly wants to get rid of without entering into a conflict with him (because this can be fraught with consequences). Then the company itself contacts a recruiting agency, placing an order for this employee. As a result, he receives such tempting offers that he leaves himself, and even with pride in his demand.