term'd manager upset
HRinGA
412 Posts
Yesterday we terminated a 23 year manager. It was ugly, but necessary. We were all worried about his behavior (due to previous outbursts), but he handled himself somewhat well and left. He has since sent an email to our president asking for help. Stating he deserved better, blaming everyone but himself, never acknowledging his own faults...you get the picture.
I'm being asked to type up the response (joy) and we plan to go over it this afternoon. I feel some sort of response is needed as he is upset and ignorning him will only fuel the fire.
What say you? I want to make it short and concise. Something along the lines of "it's unfortunate but the decision has been made..etc."
I do not want to go over any performance issues (for various reasons). Besides, a great boss once told me "whatever you write, make sure you are comfortable with it being displayed on a 8x8 screen in a courtroom!"
Thx
I'm being asked to type up the response (joy) and we plan to go over it this afternoon. I feel some sort of response is needed as he is upset and ignorning him will only fuel the fire.
What say you? I want to make it short and concise. Something along the lines of "it's unfortunate but the decision has been made..etc."
I do not want to go over any performance issues (for various reasons). Besides, a great boss once told me "whatever you write, make sure you are comfortable with it being displayed on a 8x8 screen in a courtroom!"
Thx
Comments
We had another employee who constantly called and contacted us until someone responded to her. I guess he's thinking of her and trying to nip this in the bud.
A crefully worded acknowledgement to the termed manager's email would be the ticket. Whatever you do, do not discuss the details of the separation itself.
Gene
No matter what venue he presents this memo in (EEOC, UI, Attorney), it will do nothing to support any allegation of unfairness or mistreatment that may be made. By design, it includes no underlying facts, no accusations, no details and no reason for termination. All it does is say, "I know you were terminated and am OK with it."
And even if it were to come up later, the CEO could gain huge ground by telling a jury or hearing officer, "Why, yes, certainly, we view all of our employees as contributors, even those with whom we must part ways eventually."
He came in today to take care of insurance and stuff and was visibly shaking. Ugghh. It was awful.
>the facts and circumstances, I support the
>decision that was made and feel that it is in
>the best interest of both parties." SNIP
If I were the CEO I would not want this one hanging on my neck like a pork chop waiting for the presa canarios. The only caveat here, of course, is if the CEO truly did conduct a thourough review and he/she supports it and is willing to say so under oath.
I myself, prefer to keep my CEO out of this type of limelight.
Gene
While terminations are basic business decisions, and have to happen occasionally, I'm always concerned to make the parting with as little bitterness as possible. An angry, bitter, disgruntled former EE is not only a potential source of lawsuits, but they're also out there badmouthing the organization to others (which doesn't help your rep as an employer), and, in most cases, they still have personal contacts within your organization and can/will use those to stir up discontent among your remaining staff to the extent that they're walking away angry and with a grudge. As an employer, I think it only helps our interests to come across as fair, caring, and understanding even in a termination situation. "You're being terminated" conveys the necessary message just as clearly when spoken in a gentle and caring tone.
>"I was made aware of the decision to end your
>employment relationship with XYZ effective
>(date). After a thorough and careful review of
>the facts and circumstances, I support the
>decision that was made and feel that it is in
>the best interest of both parties. Thank you for
>your contributions to XYZ in the past and I wish
>you the best in future endeavors."
>
>No matter what venue he presents this memo in
>(EEOC, UI, Attorney), it will do nothing to
>support any allegation of unfairness or
>mistreatment that may be made. By design, it
>includes no underlying facts, no accusations, no
>details and no reason for termination. All it
>does is say, "I know you were terminated and am
>OK with it."
We felt it best to respond in some form, although some of you said to ignore it. All a matter of opinion. Thanks for your comments.
The more you say, the more trouble you can get into (especially in writing).