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The way an employee is released from a job says a lot about an employer’s corporate conscience and professionalism.  Telling a person to leave is inherently a difficult challenge, with seriously negative results when mistakes are made.  People can be unnecessarily hurt, the employer’s reputation can be damaged and law suits can ensue.

Outplacement professionals can help you avoid making avoidable mistakes.  The primary reason employers need help on hand is to sharply reduce errors.  When a manager begins the release process, the terrain to be navigated becomes thick with opportunities to make significant mistakes.  A seasoned outplacement consultant is your guide through the minefield.

Charles Grossner, President of PeopleFind Executive Search & Outplacement has an excellent booklet called The Manager’s Guide To Releasing Employees available FREE from PeopleFind Inc just for the asking. Call Charles at: 905-477-9330 and ask for your FREE copy.

The first item in this easy to read 11 page booklet is a very useful Employee Release Checklist.  The manager planning to conduct a release should ask himself / herself the following questions:

  1. Have you thoroughly considered all of the options, pros and cons and ramifications of the release and determined it is the right thing to do?
  2. Have you engaged a Lawyer, preferably an Employment Lawyer for advice and assistance?
  3. Have you engaged an Outplacement firm for advice and assistance?
  4. Have you determined an appropriate severance package, clearly outlining the financial and outplacement assistance offered as well as the terms of the offer?
  5. Have you established the time, place procedures and participants involved in the release?
  6. Have you decided on how your organization will deal with the released employees work?
  7. Have you determined the approach for communications with others (considering the timing, message and audience)?
  8. Have you taken appropriate security precautions (physical, financial and information security)?
  9. Have you properly set up the room where the release meeting will be held?
  10. Have you practiced your comments for the release meeting?
  11. Have you determined how you can support others affected by the release?

Now, are you truly ready to conduct the release?