Employees are asked to leave respective organizations for several reasons. Facing sliding market and loss of market share management resorts to cut the size of employees- euphemistically called rightsizing.It is the HR person’s responsibility to manage issues related to rightsizing or employee separation with care and precision without involving hard feelings from both parties so that the entire process of employee separation can be an effective one, i.e,THE RIGHT WAY TO FIRE AN EMPLOYEE. Separation of whatever the type may be functional or dysfunctional. On the function inside organizations become trimmer and leaner, There is saving in the wage and salary bill and new entrants, hired to fill the vacant jobs bringing new ideas and experience along with them. As already mentioned, employee separation can both be beneficial (functional) or problematic (dysfunctional). This namely depends on two factors:
- Employees’ performance
- Employees’ performance
Based on these two variables – performance and replaceability, 6 cells are constructed. The cells are then classified as resulting in beneficial or problematic employee separation and appropriate for managing employees to fit into each of the cells offered. Obviously, the more dysfunctional the separation the greater the attention that will be required by the management to retain the employee. Similarly when the employee is performing poorly(low) it is easy to replace him or her, the individual can be terminated. Ideally, the strategies for managing such situations involve retaining high performers through innovative reward schemes while engaging in human resource planning to ensure optimum utilization of as minimum employees as possible, occupying positions that will make these employees difficult to replace.
FIRING AN EMPLOYEE THE RIGHT WAY : EXIT INTERVIEWS
Employee separation of any kind translates to the exit of employees from the organizations advisable for the HR leader to elicit views of the people who are exiting, particularly those who choose to resign from their jobs. Exit interviews are conducted to know the specifics related to the employee quitting, and what circumstances compelled them to do so. These interviews are generally scheduled and conducted just before the employee leaves. Exit interviews serve useful purposes. They give honest feedback about employees’ experiences and contributions to the jobs. The feedback obtained shall help in formulating strong retention strategies for the future. If there is a possibility of retaining an employee then this can be the best time to do so. Besides, exit interviews are an effective public relations exercise. Those who leave, as well as those who stay, shall feel good about the organization. There are negatives associated with exit interviews too. The assumption made about an employee who is leaving is that he or she is candid in giving the feedback. But the reality may be different. The fact that an employee is exiting the organization makes him or her ‘forget and forgive’ and speaks only about his or her job and the organization. Such an attitude is likely to cloud the objectivity and truthfulness of the feedback.
REASONS FOR FIRING AN EMPLOYEE
- DYSFUNCTIONAL REASONS FOR FIRING AN EMPLOYEE
As already mentioned before, there are majorly two categories of how firing an employee can affect the organization. Reasons for firing an employee are also related to these broad categories, which namely are dysfunctional and functional. Dysfunctional reasons for firing an employee Dysfunctional reasons for firing an employee pertains to firing an employee based on the employee’s overall input in the organization. An employee violating the code of conduct or if there is a policy breach, then it may lead to an employee getting fired. This type of firing is to have a better and more productive workforce. If an employee’s conduct is resulting in a negative impact on the organization then that employee must be fired for his or her actions. Dysfunctional reasons for an employee getting fired as follows:
- Employee violations and misconduct: If an employee is violating the code of conduct of the organization that they’re working for or if he or she is not abiding by the code of conduct of the workplace then the employer has the power and capacity to terminate the employee.
- Absenteeism: Prolonged absenteeism without a supportive valid reason may lead to the firing of employees. If an employee is absent from the place for more number of days than the leaves that are specified for him or her shows a lack of commitment towards work, thus firing that employee is the feasible option.
- Tardiness: Employees are expected to perform on time to be at par with the level of productivity and efficiency of the organization. If a considerable amount of lag is observed in performance from the employees it would lead to automatic termination of the employee. Dishonesty: Any sort of dishonesty or dishonest practices if inculcated among the employees are not pardoned by the employer and would lead to the termination of the employee.
- Sabotage of company operations: Sabotaging of company operations by an employee shows a lack of morality and loyalty. If these two attributes are missing in an employee, such behavior creates a negative workplace environment, in turn having an overall negative impact on the organization
- physical/emotional/mental assault
- FUNCTIONAL REASONS OF FIRING AN EMPLOYEE
Reasons for firing an employee the reasons which lead to right-sizing on downsizing of an organization. There can be various reasons for this category, but all reasons have one thing in common, i.e, the employer can fire employees to maintain an apt and optimum utilization of human resources to the best of their abilities to create a powerful workforce. In other words, cutting down on “excess employees” leads to functional employee separation.
- Post Pandemic economic shock or any other kind of macro-economic factors leading to layoffs
- Being transparent about performance of the employee from the employer’s end(If an employee’s performance is not in accordance with the daily operations of the organization, his or her input would result to act as a negative input and hence the employer can terminate the employee )
- Workplace conflict
- Rightsizing
- Downsizing