‘Tell me I’m fired after the beep’
August 6, 2009 by Sam NarisiPosted in: Firing, In This Week's E-Newsletter, Latest News & Views
No manager or HR pro likes to deliver bad news. But it’s still better than the fallout when no one owns up to the task.
London law firm Freshfields Bruckhaus Deringer — the fourth largest firm in the world — recently had to lay off 14 attorneys.
That’s nothing new — like any other business, many law offices have had to make cutbacks. What sets Freshfields apart is the way it did the deed.
Normally, you’d expect the firm’s partners to deliver the news to the unlucky 14. But Freshfields’ head honchos delegated the dirty work to the company’s HR department.
But apparently the HR staffers weren’t up to the task either. So instead of arranging meetings, they made phone calls. And in a few cases where the attorneys didn’t pick up, they left messages with details of the layoff.
News about job loss is obviously hard to take, but hearing it on your answering machine certainly doesn’t help. One of Freshfields’ ex-employees called the partners “gutless” and said HR’s strategy “obviously made people feel incredibly under-valued,” the UK’s Daily Mail reports.
The firm’s defense: It was just the quickest and most efficient way to spread the word. A company spokesperson said the method wasn’t ideal, but “we were trying to get the information out as soon as possible.”
Experts recommend always delivering bad news in person. Not only is it simply the right thing to do, but how the termination process is carried out can affect whether or not someone’s angry enough to take an ex-employer to court.
August 7th, 2009 at 12:18 pm
Delivering a layoff or another termination personally might not always be possible or reasonable. Take for example if the person being laid off or terminated has a history of violent behavior or is very likely to put on a “show” on his or her way out. Some companies believe in giving people second chances. But some of these workers might not take advantage of the chance and resort to former behavior. Although I disagree with communication a termination via a message in an answering machine, when bringing back an employee whose employment we are terminating represents a potential liability or risk to the company or its employees, a good tool to use might be a personal phone call followed by a certified mail notice. My two cents.
August 7th, 2009 at 2:51 pm
Gene, I agree. This is a situation I may be currently having to take on. We have an employee who has a very explosive temper and is at the point of termination. He has flown off the handle with the Manager as well as a Customer. Obviously, being in the broadcasting/home shopping sector, we can’t maintain staffing who cannot communicate with customers in a professional manner. After all, without customers, there is no business. I have gone over and over in my head trying to figure out the most sensible way to handle this to prevent having our other employees exposed to the fits of rage and also possible physical violence I am quite certain he is going to display and yet being able to handle this in a tactful manner. I think this young man is capable of being extremely violent when he is told he no longer has a job. I would love to hear from others who have dealt with similar situations and how they’ve handled it.
August 7th, 2009 at 3:22 pm
Thank you!! Sometimes a phone call is best. I was manager at a place where one of the workers had another against the wall by the throat turning blue while the assistant manager and other employees looked on in total fear. I had to do a flying tackle to break his hold while yelling for someone to call 911. Oddly enough we were not a priority for 911 that night. In a nutshell, I sent both parties home (the kids dad came and got the victim), then picked up the phone and requested the final check for the violent one. Final checks were FEDEXd so my thought was to get the final check then call the employee in with a police officer in the building! The police finally showed up after both parties were gone and admitted to knowing this person and agreed an officer –or two –needed to be on hand when I officially fired and 86′d this employee. Arrangements were made for the officers back me up. Oddly enough, I got two letters of reprimand from company HR. One for not giving the violent employee a write up and another chance, the second for not telling the employee he was fired that night! I left that company in short order!!
August 7th, 2009 at 3:56 pm
I’ve delivered such news because an employee stopped showing for work, etc. I’ve terminated by certified mail and would probably never consider terminating an employee by voicemail. To make sure they don’t show up on Monday I’ve also sent a termination notice by Fed Ex.
August 14th, 2009 at 10:19 am
Seems like where the future is heading —not necessarily a good thing. I would like to be in the office when I get the boot so I can at least clean out my stuff, as oppose to others going through my things (I know, it’s the least of your worries) but life moves on. Remember when Radio Shack lays off employee via email!
August 17th, 2009 at 5:42 pm
@Kathy Smith; I would do the termination in a public place. I would think the individual would be less likely to lash out with witnesses around. At the same time, there will be witnesses around to help if need be.
August 25th, 2009 at 12:22 pm
I can understand the point wanting to terminate a violent person by letter. I guess there are some exceptions but I think the generallly the employee is owed this news in person especially for lay offs. It is part of HR job so do it.
August 25th, 2009 at 1:24 pm
@ Kathy Smith,
Unfortunately I have had to terminate staff members that had potential for workplace violence.
1. Make sure there are at least two managers in the room.
2. Situate yourself in a spot in the room where you can exit quickly and without the employee being able to to corner you.
3. Have someone nearby ready to call 911 if they hear signs of violence.
4. If possible, have a police officer near the room you are using for the termination.
(At my workplace we have established a great relationship with our local police department; officers stop by to visit, help with staff in-services,etc.)