Dismissal management is a fundamental process within the human resources management of a company. After all, it is inevitable that, at some point, there will be a need to disconnect an employee from the company, whether for financial, operational or behavioral reasons.
However, it is important that this process be conducted in an ethical, transparent and fair manner, both for the company and for the employee. To do this, you need to follow a few steps:
1. Planning
The first step is to plan for the shutdown. This includes defining the reason for dismissal, analyzing the financial situation of the company and the employee, checking whether there is any labor or contractual pending, among other aspects.
2. Communication
After planning, it is necessary to communicate the dismissal to the employee. This communication must be made in a clear and objective way, leaving no room for misinterpretations. In addition, it is important that communication be done in a personal and confidential manner, to avoid embarrassment.
3. Contract Termination
After communication, it is necessary to formalize the termination through contractual termination. This document must contain all relevant information, such as the severance pay to which the employee is entitled, the reason for dismissal, among other aspects.
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4. Follow-up
Finally, it is important for the company to follow up the employee after the termination, to verify that he is managing to re-enter the job market and that the termination process was properly conducted.
In summary, managing terminations is a complex and delicate process that requires planning, communication, formalization and follow-up. By following these steps, the company can minimize the negative impacts of dismissal, both for the company and for the employee.
