Today I had to inform a team member that he was being laid off. This was the first time I had had to convey such news. As you gain experience and go up the corporate ladder, there will be more such situations. You might agree with the decision or you may not. Regardless, there are some key things that I believe are important to get right as a manager when we apprise our reportee of his / her dismissal.

• Let them know at the earliest, as soon as the decision has been taken.
• Inform them personally. Face to face is best. If not, atleast virtually over a 1:1 call. Never over chat or email.
• Do not make small talk. Get to the point immediately.
• Regardless of whether you agree or disagree with the decision, begin with empathy “I am sorry to inform you that…”. Even if the decision is due to justifiable reasons like poor performance or attitude, this news is going to have a big impact on their lives. Acknowledge that to yourself.
• Be honest about the reason behind the decision – performance not up to expectation, not a good culture fit, budget cuts, whatever it may be.
• Be short and concise. Don’t lengthen the conversation to make yourself feel better.
• This conversation is about them, not you. It might be hard on you to deliver this news but they are the ones who have to deal with a sudden major upheaval in their lives.
• After conveying the decision, give them space to react. Do not give platitudes or unnecessary justification.
• After they have said their piece, acknowledge their efforts and contributions to the team. Again keep it short.
• If it was a forced business decision and not due to the employee’s performance issues, let them know that you will help them with references or recommendations if they need it.
• Finally, if this was part of a larger lay off in the company, set up a call with the remaining team members. Be candid about the company’s situation and the reasons for the hard decisions. Reassure them of the company’s vision and detail the strategy to get through these tough times.

Firing an employee is hard, no matter the reasons. The way we treat someone when he exits tells more about our core values as an organisation than all the support and recognition given to him while he was with the company. It also sends a message to the remaining employees still with the firm.

If we don’t do it right and with dignity, it is an indication that we have started selling pieces of our soul in a bid to get ahead in the rat race.