Skills Of Dismissing Employees

1, direct managers may be helped because direct managers know best about employee performance and have the right to speak.

If possible, you can let him or her join you.

Of course, we should prepare the past performance records in advance to make the conversation more convincing.

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2, we must seek legal basis and give certain compensation according to the stipulations of the labor contract, and each service will be compensated for one month's salary in one year.

And you can discuss more with the general manager or business manager.

This is to treat people by law.

3, from the perspective of the staff who will be dismissed, discuss the reasons for the dismissal with the other party, so that employees can feel strong human touch and help others when appropriate, such as writing recommendation letters, etc.

Two, dismiss some employees due to poor company performance.

In this case, a comprehensive communication plan should be worked out.

And this plan can not wait until the decision to lay off workers.

At a strategic level, the company should regularly communicate with its employees about the company's performance and discuss the situation and possible direction of the company openly and honestly.

Informal channels can be used to communicate. First, employees will tell them that the company will not be prepared for the day of layoffs.

At the tactical level, we should work closely with the department managers who have laid off the staff to work out a specific timetable, for example, to divert the staff, the market competitiveness can go first, and the company's help can be used as the second batch, and the most difficult is left to the final treatment.

On compensation, of course, first of all, we must comply with the legal requirements, in addition to the outside management to strive for more financial support.

Appropriate rewards can be given to employees who left early.

Three, suggested Dismissal: let employees know difficulties and retreat.

I once had such an experience: the president told me to lay off a particular "smart" person, and I told him directly that something you did might make the president unhappy. I would like to quit first. I will deal with the following things for you. The other person is a Shanghai native who immediately accepted my proposal. This illustrates two problems: first, he has done some inappropriate things; two, he is willing to preserve his reputation in this way, he is a face saving company.

So far, our relationship has been very good, and the president is very satisfied with my rapid work.

Layoffs are always painful, but doing well can turn bad things into good ones.