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DO's and DONT's for Terminating an Employee

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DO's and DONT's for Terminating an Employee

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There are DOs and DONTs for terminating employees. DO respectfully terminate the employee with reason, and document everything. DONT fire an employee irrationally without documentation or reason. If the correct steps for termination are not followed the company can be at risk of a lawsuit.

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6.    Job Descriptions Should Be Tailored to the Job at Hand

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6.    Job Descriptions Should Be Tailored to the Job at Hand

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When it comes to recruiting and trying to fill positions, it's best to tailor each job description to that position. The purpose of a job description is to not only have a "template" on what the job requires, but to also have educational/certificate needs and the tasks that the applicant might be responsible for clearly stated. It could also be used to formulate some questions for the applicant and help the person hiring to pick out what applicant he/she wants to hire or call in to have another interview depending on the amount of positions that need filling.

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7.    If You Don't Have Anything Nice to Say, Don't Say Anything at All

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7.    If You Don't Have Anything Nice to Say, Don't Say Anything at All

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It's 6 pm and you're at your desk. Your phone rings and you answer to hear a women asking if you could spread some insight on whether or not they should hire a young man who recently left the company. You know that said young man hardly did any work and often sat on the phone making personal calls. You choose to say, "He worked here from 2014-2018. That's all I'm allowed to say as per company policy."

When it comes to receiving phone calls for possible employee references, it's best to follow company policy or don't say anything at all if the employee was not fully committed to the job at hand. If an employee was not a good worker while with your company, you can't say that the person was a horrible worker, etc. This could lead to legal troubles.

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9.    I'm Only Doing This Because I Love You: Discipline 

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9.    I'm Only Doing This Because I Love You: Discipline 

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In every company, there are policies that must be followed. These can be just company policies or state/government policies that are implemented to keep the workers safe and informed on what they are working with/around. If employees don't follow these rules and regulations, something needs to be done. Write-ups are essential to not only possibly helping an employee if they are lacking in an area, but also getting rid of employees who could possibly cause the business to lose customers or get into legal troubles. Whether they are verbal or written, write-ups can help your company improve its workforce.

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There are many cost related to employee turnover. This picture scratches the surface of the cost by communicating the most typical direct costs by level of employment. The higher this level is and the longer the tenure held is of the employee who is departing, the more these costs will increase.

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This picture perfectly demonstrates why getting feedback from employees is just as important as giving feedback to employees. When organizations take the time and make the effort to listen to their employees, they can be more proactive in the success of the business. Knowledge is powerful, and although top managers should be spared from being overloaded on information that is not relevant or not useful, they should be aware of what is happening on the front line and with their employees.

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Employee Engagement: The Never-ending Process  

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Employee Engagement: The Never-ending Process  

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This picture perfectly captures the process of motivating employees and keeping them engaged at work. There is no quick fix for these aspect of managing human capital. It requires continual effort and two-way communication.

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Going Beyond Humane: A Humanly approach to Human Resources

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Going Beyond Humane: A Humanly approach to Human Resources

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In this TED talk, the speaker emphasizes the difference between treating employees humanely and humanly. I think it is important for organizations to fully comprehend the value of human capital. Through this understanding, and by implementing the practices outlined in the video, organizations can create corporate cultures where both the company and human beings it employs both thrive.

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Putting the human back into human resources | Mary Schaefer | TEDxWilmington

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Know which battles to pick and which to leave alone, make sure there is cause to get involved before you do. If the situation does call for you to get involved, choice your words and manner wisely. Emotions will obviously be at a much higher level, stay fair with a level head. Lawsuits are always right around the corner and how you deal with the conflict makes all the difference.

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This image refers to the importance of retaining employees. Especially when looking at the cost of hiring an employee.

Things that can help employee retention:

Offer a competitive benefits package that fits your employees’ needs

Provide some small perks

Use contests and incentives to help keep workers motivated and feeling rewarded

Promote from within whenever possible

Foster employee development.

Create open communication between employees and management

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This image shows how little things have changed when it comes to diversity within all workforce positions. An organization’s success and competitiveness depends upon its ability to embrace diversity and realize the benefits.

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Once employees have been hired, managers need to take steps to ensure they can perform to their highest potential. This will involve advancing the attitude, skills or knowledge of the individual to outperform . The individual and organization goals need to be kept during this process. Development is key to an organization, in order to allow the employees to grow and expand their knowledge. Opportunities like training seminars need to be implemented to advance them for future opportunities.

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Measurable objectives need to be established to address issues that arise or goals that need to be met. This can be simple as increasing payroll due to a growing market or adapting recruitment efforts to attract workers with different competencies. HR needs to be prepared with the right resources to ensure that the organization has the right employees and employee support systems in place.