“It should also be considered beforehand whether the employee might want to undergo further training,” says Burger. If the colleague explains that he is willing to acquire more skills, dismissal for operational reasons may become more difficult. “Managers also often miss hearing the works council. This can lead to problems,” says Burger, explaining a typical mistake that can lead to a termination being revoked. Even worse than a termination interview is a withdrawn termination interview.
A handkerchief for all occasions
What can you do wrong: push around, squirm or even formulate the termination in such a way that the employee doesn’t understand it? Nothing there: “You should tell the employee briefly and painlessly that he has been terminated,” says Coach Burger.
It is normal that most people react very emotionally to being fired. After all, the boss has just pulled the rug out from under them. “You also have to be prepared for the employee to react unexpectedly,” says Burger. A boss shouldn’t be upset if an otherwise calm employee cries or has an outburst of anger. “The person who has been terminated will easily become upset,” says Burger. “In this situation you have to wait and be cautious.” Under no circumstances should the manager brusquely reject the desperate employee or even throw him out of the room. The coach advises that you have to give space to your emotions and, if tears flow, pass on the tissues.
Don’t quit between the doors and doors
But a simple “You are fired” is not enough. Many matters need to be clarified, and the employee usually still needs to talk. The employee’s condition determines when it is time for the next conversation. “The background can also be discussed at another time,” says the coach. It is often difficult to have rational conversations in this charged situation. “The boss can block an appointment in his calendar beforehand where he can sit down with the employee in detail,” says Burger.
A decision-maker should not estimate the time for a termination discussion too short. “If there is a need to talk immediately, you have to be available immediately,” advises Coach Burger. If the supervisor has to rush on to the next appointment, he will not look good to his colleague.
Continue to show appreciation
Bosses should also be aware: How they treat this employee affects the entire team. If he behaves in an impossible way, there will be long-term consequences. “It is important that the boss and the employee calmly discuss how to proceed. You have to reorganize yourself,” says Burger. Some companies offer their employees so-called exit management or arrange a meeting with a career advisor. “That signals: We won’t drop you like a hot potato,” says Burger. “It’s important to express appreciation.”
