Tales from the Firing Line

by Jennifer Alsever

Tags: Firing, Recruitment & Selection, Workforce Management, Human Resources, Jennifer Alsever, management, performance, workplace, termination, layoff, strategy, job, Holland, Recruitment &Amp, Selection, BNET Feature

How does it feel to tell someone that you're taking away their job and their income—not to mention taking a big whack at their self-confidence? How do you cope? How do you handle the unpredictable? Here are words of wisdom from three people who, throughout their careers, have learned to negotiate that difficult conversation.

James Wright

Position:: Partner at IT staffing firm Bridge Technical Solutions.
Experience:: In the 1990s, Bridge handled multiple rounds of layoffs for tech clients.
Strategy:: Remember: better a calm head than a loose cannon.; "The tide had really turned on the dot-com boom, and we'd done a few rounds of layoffs. I was going to a meeting to lay off some marketing people, and I stopped in the men's restroom. A guy looked at me and said, 'You coming to this meeting?' I said, 'Yes.' The only reason I would be at the meeting was if there were going to be layoffs. He knew I was going to let them go. I felt like the grim reaper. I knew from past experience that once the initial shock wore off, most of the people affected would realize that I was just the messenger and wouldn't hold it against me. I never liked doing layoffs, but I rationalized that it was better to have me doing it than some loose cannon who might say or do the wrong thing. It was going to happen either way, so I knew that if I just focused on the job at hand, I would make things better for everyone involved."

Bob Kustka

Position:: President of workplace consulting firm CHR Partners.
Experience:: Kustka spent 25 years handling terminations at Gillette Co.
Strategy:: Retain your humanity while sticking to your guns.; "I had to fire a guy who was out on sick leave. He was collecting pay from the company for a job he was too sick to do, yet working another job. In essence it was stealing. I told him the news, and he tried to tip my desk over, so things started sliding off. My instincts took over and I yelled at him to stop. I said, 'Sit down and let's talk about it.' I got him calmed down and we talked about it—but he was still fired. Always treat people humanely, but if a person is confronting you, be willing to stand up to the situation."

Pamela Holland

Position:: COO of Brody Professional Development.
Experience:: Holland has fired hundreds of people during her 25-year career in human resources.
Strategy:: Think of the other people on the team.; "The night before, I don't sleep well. You don't want to devastate them, but if you know in your heart of hearts that you've given them opportunities, then there's a great sense of relief. How they're going to feed their family—that's not your job. I cope by holding the belief that relieving someone of a job that doesn't fit them actually frees them. I also believe that I am serving all of the other employees. They don't have to endure their company carrying someone who is not pulling his weight, or who is not contributing to the overall success of the team. All the employees who remain deserve to be surrounded by people of equal caliber and commitment to the job."

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1

mohsamhef@...

03/27/07 | Report as spam

firing employees

1-what is your opnion regarding a bad manager trying to depress his employee and drive him crazy.
2-he is not fair with his employee
3-he is liar

how could you deal with him?
please tell me
mohsamhef@yahoo.com
2

MohammadK

03/27/07 | Report as spam

Bad Boss

Bad bosses are not unusual. It has actually been proven that some are psychotic and are able to survive in the corporate world because the corporate world is more willing to fire those who question them or worse report to them.

The best way to deal with a bad boss is to have another boss witness his/her behaviour. Only another person at their level or above can affect change

Shehab
3

jbaldyga@...

03/27/07 | Report as spam

Bad Boss

I disagree that only 'another person at their level or above can affect change'. But you do need to tread carefully. If your boss is treating everyone badly, it should not be too difficult. If she's treating just you badly, you need to ask yourself why.
4

tmarini

03/27/07 | Report as spam

Firings

The terms fired, terminated, downsized, etc, are different but equal ways of reducing employees. While there is no easy way to ever do this, I firmly believe that not all dismissals are based on low performance or productivity, but become kneejerk reactions when things go south! This is a sad testimony to our lack of business acumen and management skills/planning. It makes one wonder, when companies talk of stakeholders, who they really are.
5

SPelch

03/25/08 | Report as spam

appreciate input

I have more tales of psychotic bosses than I care to share, so I won't...however there is something I would REALLY like everyone's input on, which has been nagging at me for a while..

Where I work we have a great bunch of people, fabulous bosses...really everyone gets along so well and does their job in absolute peace (the fact that the bosses are Hindi is no coincidence that things are so peaceful here) anyways...there is ONE individual here, who is soooo jealous, spiteful, and nasty...that it has caused several really great employees to quit, simply because they can't stand him! He can be super sarcastic, cynical, nosey, and downright mean. If he feels you got a better deal (at anything) than he, he will find a way to "pay you back" for it (he perceives he's been wronged at least once a day) If you "get him in trouble" intentionally or not (ususally it's coincidental and as the direct result of something he did or didn't do) he will seek revenge in any and all ways. He soooo wants to be in charge of something- anything...and perceives himself to have powers we all know he doesn't. Everyone pretty much "has his number" and fluffs his ego...to keep the peace. The trouble is, I am relatively new in this company, and not in a position to even talk to him about his behaviour, much less fire him. People here, even one's who've been here for years, have asked me if I can't figure out a way to "get rid of him" (sheesh!) well, I can't. Trouble is, I don't know if the bosses realize what a negative influence he is here, and how he really treats people. What's worse- he is Indian, like the bosses, and I am not sure of the relationship- is he a relative or just a person-so firing him may never occur. I don't know what to say to the bosses to get them to realize that his attitude must change, and his people skills must improve, or there will be more losses of good quality employees. I've had to talk 2 people into staying already!! Any suggestions on how and what to do...would be soooo appreciated to this delicate situation.