Cosmode Consultants
  • Home
  • Kalpana Sinha
  • Our Services and Solutions
  • What we offer
  • Our Approach
  • Leader's Speak
  • Blog
  • Contact Us

There is a way of "letting go" of employees

19/6/2012

0 Comments

 
One of the critical challenges one faces during lay offs or letting people go, is dealing with the whole SARAH cycle. Shock, Anger, Resistance, Hope and Acceptance. I just had a call from an ex colleague who after a team meeting last week was called into his managers room and asked to leave. He said the conversation was barely five minutes long, with little explanation. We had a long conversation about faith in humanity and how he can learn to trust people after this incident.

In an organization that has good HR practices, it is imperative that there is a “case” that is built up for making anyone redundant. The “case” consists of feedback, rounds of counselling, putting the person on a performance improvement plan and being clear on what goals will be tracked over the next few months. This is done only to set the right expectations and to make sure that no one is taken by complete surprise. It’s a “minimize danger” strategy. Companies like these are keen to let people go the “right” way – pay fair severance, help with outplacement agencies only because they want to be known as an employer that cares. And the message clearly is one of, yes you are competent, but this is probably not the right fit. If it is a situation where the role has been made redundant then the organization makes itself responsible to find the person another role within the same organisations

Very clearly that was not the case with this colleague. Now as a result of this incident, other employees who have heard the story have their error detection sensors up – they keep feeling like they maybe let go in the same way. If companies do not make an effort to build a culture where they minimize danger and maximize reward, it will not just have impact on the talent they are able to attract and retain talent and but, to meet long-term business goals

0 Comments



Leave a Reply.

    Author

    Kalpana Sinha is a Leadership and Organisation Professional. Her blog has reflections from her work experiences of over 20 years.

    Archives

    January 2015
    July 2014
    June 2014
    February 2014
    April 2013
    February 2013
    January 2013
    December 2012
    November 2012
    October 2012
    September 2012
    August 2012
    July 2012
    June 2012
    May 2012
    April 2012
    March 2012
    February 2012
    January 2012

    Categories

    All
    Coaching Skills
    Leader Development
    Leadership And Culture
    Networking
    Neuroscience And Leadership
    Organisation Culture
    Scarf Model
    Women And Leadership

    RSS Feed

Proudly powered by Weebly
  • Home
  • Kalpana Sinha
  • Our Services and Solutions
  • What we offer
  • Our Approach
  • Leader's Speak
  • Blog
  • Contact Us