SEC360 Employee Termination Communication Plan and Presentation

Employee Termination

Employee Termination Communication Plan and Presentation

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Employee Termination Communication Plan and Presentation

Collective Bargaining Unit

When an organization is getting ready to dismiss an employee that has been with the organization for ten years the management will need to communicate this to all members of the organization. The organization will need to provide the staff with a clear explanation of why the employee was terminated to ensure that false rumors don’t spread and to prevent gossip about the terminated employee. Employees can call a companywide meeting to explain the termination of the long term employee or they can send out a memo that alerts the organizational members of the termination but without providing too many details on the cause of the termination.

In order to avoid any miscommunications the organization will need to provide an open forum for discussion that allows employees to freely ask questions about the termination of the employee in order to relieve any fears or concerns. The types of questions that need to be addressed include discussing whether the position will be filled by another member of the organization or if the position will be removed from the organization. The organization will need to explain if the position will be fulfilled from within the organization or from without and how the workload will be dispersed until the position is filled. If the organization were to fail to inform the employees plan to terminate a staff member that is an integral part of the organization the result could be chaos or interruptions in the production of other employees.

Customer

The customer is the most essential aspect of the successful organization. Without the support of customers no organization can be successful. When terminating an employee that has been with the company for a long time and that is an informal leader it can result in disruption in providing a service or product to the customer. Terminated employees can also quickly become disgruntled and may create dissention among a company's current workforce or the customer in which they have contact. In order to avoid any defamation of the organization by the employee customers will need to be informed that the employee has left the organization and that another well qualified staff member will be handling their accounts. As with the other employees in the organization the information provided to the customer needs to be limited to only the basics information.

When a customer is used to working closely with a certain employee it can create disruptions when they are terminated. The customer needs to be assured that there will be no interruptions in the service they have been receiving from the organizational and ensure there is a seamless transition when replacing the employee. The organization will need to assign someone to make contact with the terminated employee’s customer base in order to provide the necessary assurances. If the customer base is large then a letter explaining the termination will need to be drafted that explains the reorganization of the company and the steps that will be taken to ensure the employees needs are properly met. The organization will need to develop an open line of communication that allows the customer to ask questions and get clear answers. If the organization continues to provide quality customer service the transition will go more smoothly.

References

Rafner, D. (2010).Communications for Employee Termination. Retrieved April 15, 2012 from

http://smallbusiness.chron.com/communications-employee-termination-10756.html