Effective Termination

 

“Organizations with clear, well-communicated workplace policies avoid misunderstandings,” (Michael Timmes, SHRM-SCP, consultant in Freehold, N.J)

From the early years of working, the way our life flows changes.

Work, which is one of the most important aspects of human life, the experience we get when we take our life in a different direction is inexhaustible.

With all the experiences we have, it is our responsibility to manage life properly.

All of our needs depend on work and our lives, which fluctuate between needs and wants, are affected by a factor that can turn everything upside down at an unexpected moment.

It is the Employee Termination.

It makes the employee's life upside down and also raises discrepancies between the employer's organizational activities, production activities, and employee relations.

Therefore, let's talk about the responsibility of human resource management regarding the termination problems, discrepancies, and complications that arise.

Figure 1 – Termination

“The employer-employee relationship is not one-way but reciprocal. How aligned and proactive one is during the lockdown will decide whether one will survive the termination later.”(Sugandh Bahl, HR Katha, April 2020)

 

What is Employee Termination?

Employee termination means the end of employment of a worker with a company. A departure, as such, has many causes and types.

 Let's have a look at a few of these types first.

 1.      Voluntary Termination

 

In this type of termination, the worker takes the initiative to leave the company. A decision, as such, can be for many professional or personal reasons. For example, it could be a toxic work environment, lack of growth opportunities or employee development, personal problems, etc.

 2.      Involuntary Termination

 

Involuntary termination refers to an event wherein the employer removes a worker from employment. It can be for low performance, employee behavior, violation of company rules, etc. This type of termination can also be the result of an employee disciplinary action.

 3. Employment at Will

This termination type dictates that an employer can fire a worker anywhere at any place without any reason. Here, an employer need not give any reason to the leaving employee. However, employers must document the reason for themselves to fight or prohibit any discrimination case, should it arise.

 

 4. Mutual Termination

As the name suggests, this termination arises when both parties conclude that they are not a good fit. This type of termination is a lot less messy since it is a decision both parties agree on mutually.

 These were a few employee termination types. A departure of such kinds can happen for many reasons or causes. Let's have a look at a few of these causes in our next topic. (Jyoti Prakash Barman, Employee Termination- Meaning, Types, Causes, Steps, Letter)

Causes For Employee Termination

 There can be many causes of employee termination from both employer and employee viewpoints. Some of these are:

 From the viewpoint of the Employer:

 

·         Low performance.

·         Violation of Company Rules.

·         Employee Disciplinary Action.

·         Harassment of any sort, be it sexual, physical, mental, or emotional.

·         Lack of cooperation and progressive discipline

·         Leaking information to competition, etc.

.From the viewpoint of the Employee:

 

·         Better employment contract elsewhere.

·         Lack of growth opportunities like employee promotion, etc.

·         Lack of interest in the job.

·         Studies/Business/Retirement Plans.

·         Workers with personal problems/issues.

·         Bad employment relationship.

         Figure 2 - Knapp’s Relationship Escalation Model

Communication Theory - Knapp’s Relationship Model (Mark .l Knapp - born on July 12th, 1938)

Knapp’s relationship model gives the bonding and the termination between two people, which hypothetically advance into the HRM theory when it comes to the bonding between Employee and Employer.

Video 1 - Employee Termination : 3 Tips of Success

Figure 3 - How to Terminate an Employee

Step 1: Document the Termination Reason

Step 2: Gather Termination-related Paperwork

Step 3: Notify the Employee Being Fired

Step 4: Provide the Final Paycheck

Jennifer Soper, How to Terminate an Employee in 2023: Steps & Best Practices,  FEBRUARY 23, 2023

                                                                                            Figure 4 – Terminating Process

Legal Concerns

 “If you’re conducting a reduction in force, you should consider who is being let go and why” (Michael Timmes, SHRM-SCP, consultant in Freehold, N.J)

Safety and Security

 “If you’re concerned about an employee who is being terminated turning violent, determine in advance how to defuse any potential threats,” says Landon Jones, senior security advisor at Burns & McDonnell, a Kansas City, Mo.-based consulting firm.

“No one just snaps and turns to violence,” Jones says. Instead, there are warning signs to look for. These include:

 Indications that the employee has a sense of injustice or a perceived wrong.

·        Erratic, unsafe or aggressive behavior.

·        Threatening speech or gestures.

·        Social isolation.

·        Being a target of hazing or bullying.

·        Self-harm.

(Susan Ladika, 2022, SHRM-SCP, Termination Tips for HR Practitioners,)

 

 Basic Employee Termination Letter Template

 (Date of Letter)

 (Employee name)

With deep regret, we inform you that the management has come to a unanimous decision to terminate your employment with us. As such, your last date of employment at (company name) shall be on (date of termination/last day of work).

We came to this decision owing to the following reasons.

(reasons for termination)

Kindly understand that this decision is irreversible.

As per our company norms, you have the following benefits:

(benefits of a severance package, group insurance, etc., if any)

You are to return all the company property at your disposal on the date of termination itself. We will disburse your final paycheck on (date). If you have any further questions, then do reach out to us at the HR Department.

 We thank you for your efforts at (company name) and wish you all the best for your future.

 Regards,

(Name of the person mitigating the termination process)

 ( Jyoti Prakash Barman, Employee Termination- Meaning, Types, Causes, Steps, Letter)

Conclusion

                                 Figure 5 - Herzberg’s Two-Factor Theory of Motivation

1. Hygiene Factors

People are not motivated by hygiene or maintenance factors; rather they help to avoid dissatisfaction and sustain the status quo.

·         Interpersonal relationships with employers

·         Interpersonal relationships with employees

·         Interpersonal relationships with subordinates

·         Organizational policies and structure

·         Salary

·         Work condition

·         Personal experiences of individual

·         Job role and security

·         Personal life

 2. Motivational Factors

Motivational factors do have a favorable impact on work satisfaction and frequently lead to a rise in overall output.

 

·         Growth prospects

·         Authority and responsibility

·         Achievement and acknowledgement

·         Advancement

·         Promotions

·         Recognition

 

The organization should concerned and follow these factors to overcome the most dreadful moment in professional life which is Termination. 

It is what a worker fears the most, so it is expected that termination will stir emotions. It is HR’s job to ease up the process as much as possible.

(Susan Ladika, Termination Tips for HR Practitioners)

 

 References

thelittleprincrg89.(10 Apr, 2023). Herzberg’s Two-Factor Theory of Motivation [Online]

Available at:https://www.geeksforgeeks.org/herzbergs-two-factor-theory-of-motivation/

[Accessed 04th November 2023]

Sugandh Bahl. (April 6.2020). How should employees keep themselves off the layoff list [Online]

Available at:https://www.hrkatha.com/hiring-firing/lockdown-practices-to-keep-one-off-the-layoff-list/

Charlette Beasley. Jennifer Soper. (FEBRUARY 23, 2023). How to Terminate an Employee in 2023: Steps & Best Practices [Online]

Available at:https://fitsmallbusiness.com/how-to-fire-an-employee/

[Accessed 04th November 2023]

Michael Segalla, Gabriele Jacobs-Belschak, Christiane Müller. (2001). Cultural influences on employee termination decisions:: Firing the good, average or the old?. European Management Journal,

Volume 19, Issue 1. Pages 58-72 [Online]

Available at:https://doi.org/10.1016/S0263-2373(00)00071-2

[Accessed 04th November 2023]

Jyoti Prakash Barman. (27 February 2023). Employee Termination- Meaning, Types, Causes, Steps, Letter [Online]

Available at:https://blog.vantagecircle.com/employee-termination/

[Accessed 04th November 2023]

Susan Ladika. (June 3, 2022). Termination Tips for HR Practitioners [Online]

Available at:https://www.shrm.org/hr-today/news/hr-magazine/summer2022/pages/termination-tips-for-hr-practitioners.aspx

[Accessed 04th November 2023]