A recent Christian Science Monitor Work & Money piece discusses how to communicate bad news regarding termination or layoff.
Specifically, the topic is the notion that “impersonal ‘cyber-firings’ via e-mail – even text message – have become an expedient way to lay employees off.”
The article leads with an employee who got the news by phone message on a day she was home sick.
“Seven years later, that cavalier treatment still rankles her”, as she says: “They couldn’t even have left a message saying, ‘We have to talk to you about something - please call us back.’ I would have liked the courtesy of having my boss actually talk to me about it.”
Then the article mentions Radio Shack notifying 400 employees by e-mail that they were being laid off.
Julie Freeman, president of the International Association of Business Communicators in San Francisco, is quoted as saying: “Losing one’s job is a very difficult circumstance in almost every case. The very least you can do for the individual you’re laying off is have the courage to meet face to face.”
Informal survey
In an informal survey of 500 members of her association, Freeman found:
(It’s unclear what the remaining 34% do — perhaps snail mail and/or phone.)
Prizewinner for rude informality
A shop clerk in Wales is quoted as having learned of her firing via a text message on her cellphone when she was home sick for a day. The message was:
Hi Katy its alex from the shop. Sorry 2 do this by text but ive been trying to call u + ur phones been switched off. Ive had a meeting with jon + ian and weve reviewed your sales figures and they’re not really up to the level we need. As a result we will not require your services any more. You will receive your last pay packet on Friday 28th july. Thank you for your time with us.
Is Face-to-Face Better?
Yes, if done properly. There can be factual issues of legal significance as to exactly what was said in a termination meeting. Communicating exclusively in writing can avoid such questions.
Avoiding the impersonality of these other means of communications is important. So is providing some kind of an honest reason for termination –but not a lengthy discussion or argument. Best is to speak briefly in person and document in a letter.
I think employees treated impersonally and/or left completely in the dark as to why they were let go will harbor more resentment, assume the worst motives, and be more likely to pursue legal action.
The article concludes with some good practical suggestions for termination meetings.
Source
Christian Science Monitor: “You’ve got mail: ‘We’re letting you go’”
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