MANAGING THE SEPARATION INTERVIEW Separations are a fact of business life. Dismissal of employees is one of the most difficult tasks that an employer must face. There are many steps that should be taken to minimize risk on the part of the company, and to protect against loss of employee morale, productivity, and public image; as well as costly wrongful dismissal suits and recriminatory actions. To avoid repercussions, it is necessary to objectively determine the grounds for termination, and to ascertain that the company's position may be fully substantiated. Needs analysis must be instituted as to; maintenance of business post termination, internal and external customer service, financial considerations such as precedence and legislative requirements, and timing of the termination. Consideration should be given to alternatives to terminations such as transferring of personnel to another division or department of the company, reduction in wages or in working hours, early retirement, short term probation, etc. Cost justification must appreciate net value of the individual(s) and/or position(s) looked at for termination. Medical, legal, considerations must be viewed in effecting appropriate termination settlements. Planning is essential in effecting a smooth, considerate and functional termination. Appropriate owners/executive/management personnel should be aware of and objectively assist in the termination decisions. Confidentiality of information and communications is mandatory. Termination direction and procedures should include designation of individuals conducting the terminations; development of termination scripts; coordination of termination time and place; development and distribution of applicable termination documentation; provisions of communicating to remaining personnel, media, suppliers and customers; transfer of work functions; references and rationale for termination; collection of company properties; severance/benefit conditions and post termination contact. Prepare an outline of the termination procedure and designate a coordinator. Outplacement consulting services are designed to minimize the business disruptions associated with terminations by reducing the time spent on planning and implementing terminations. They will develop step-by-step termination and communications strategy designed to greatly reduce the stress and morale sensitivities associated with employee terminations. The employees who remain with the organization should be informed of the termination as soon as possible. This communication should be carefully planned and executed so as not to adversely affect morale and productivity levels. Formal and informal group meetings will help alleviate the tension following a termination occurrence. What you do for the terminated individual(s) (i.e. Outplacement counseling, advertising of terminated employees to other organizations, references and referrals and acknowledgement and interest in post-termination activities, etc.) and how and what you communicate (company direction, rationale: honesty, compassion, support and encouragement for future success, etc.) will proportionately affect maintaining and possibly improving productivity levels and morale towards your bottom-line objectives. Related Resources: OD Executive Questionnaire How do your executives stand up? This questionnaire is designed to illustrate how aware you are of corporate strategy and your place within.