Newsletter

Humanitarian Do's and Don'ts of Termination
 
Don't make a knee jerk or hasty decision regarding termination.
Don't presume that you can terminate an employee for any reason and on a whim.
Don't disregard the extent of the impact that you are having on an employee's life.
Do be clear that this is the only available option.
Do treat the employee in a humane manner.
Do attempt to leave the employee with some dignity intact during the termination meeting.
Do wish the employee well and shake his or her hand.
Don't surprise the employee with the termination action. The employee should already know that this measure could be taken and the reason for it.
Don't argue with the employee.
Don't terminate the employee without providing some reason for doing so.
Do document carefully the events leading up to termination, including what counseling and corrective actions were taken.
Do be sure that you have done what you can do to salvage the relationship prior to terminating the employee.
Don't delay termination, if it is the proper thing to do under the circumstances.
Do be sure to handle this situation in a manner that will allow you to rest comfortably in your decision and action.
Do not ever lose respect for and appreciation of the impact that your actions have on other people's lives.

Common Sources of Conflict
 
Unclear definition of responsibility — there will be numerous occasions for conflict to arise over decisions made or actions taken in disputed territory.
 
Limited resources — time, money, space, materials, supplies, and equipment are all valuable resources. Competition for any of these resources will inevitably lead to interpersonal and interdepartmental conflict.
 
Conflict of interest — individuals may fight for their personal goals and lose sight of organizational goals. Each individual needs to know how his or her personal goals and efforts fit within the organizational goals and efforts