Treat Terminated Employees With Respect
How you manage layoffs sends a clear message to remaining employees about how the company views them and how they will be treated in the future.
Q: When employees are terminated in general layoffs at the large company I work for, the drill goes like this: Supervisors notify the affected employees and tell them they have two hours to pack their things and leave the building, after which they may not return to the premises. In some cases, security staff watch the riffed workers while they pack up and then escort them out of the building. What do you think about this?
I will probably hear from a lot of human-resources professionals and lawyers who disagree with me. But I still think this is a shabby way to treat anyone, especially longtime employees who are laid off for business reasons that are unrelated to their performance.
I know, I know: This procedure reduces the risk that a terminated employee will go ballistic and harm fellow employees or company property (such as computer files). And there are situations in which it might be prudent -- for example, the termination for cause of an employee who is known to be emotionally unstable.
Sign up for Kiplinger’s Free E-Newsletters
Profit and prosper with the best of expert advice on investing, taxes, retirement, personal finance and more - straight to your e-mail.
Profit and prosper with the best of expert advice - straight to your e-mail.
But as a standing procedure for all layoffs, it sends a poor message to remaining employees about how the company views them and how they will be treated in the future.
I prefer a termination that treats riffed workers with respect, trusting them to act maturely even in a time of confusion and probably anger. They are given a choice of packing their things right away and leaving (without being monitored by security) or going home to sort out their feelings and returning the next day (or a few days later) to pack up.
Before they go, they are permitted -- indeed, encouraged -- to say goodbye to colleagues in their department and others, by phone or a drop-in visit. Sometimes a terminated worker returns later to have lunch with former colleagues.
I admit that this is trickier to manage than the abrupt goodbye-and-get-out approach. But it pays dividends for the company's reputation in the community and the morale of its remaining workers.
Send your own money-and-ethics question to editor in chief Knight Kiplinger.
Get Kiplinger Today newsletter — free
Profit and prosper with the best of Kiplinger's advice on investing, taxes, retirement, personal finance and much more. Delivered daily. Enter your email in the box and click Sign Me Up.
Knight came to Kiplinger in 1983, after 13 years in daily newspaper journalism, the last six as Washington bureau chief of the Ottaway Newspapers division of Dow Jones. A frequent speaker before business audiences, he has appeared on NPR, CNN, Fox and CNBC, among other networks. Knight contributes to the weekly Kiplinger Letter.
-
Harris Proposes Medicare Cover In-Home Healthcare
Vice President Kamala Harris proposed a plan for Medicare to cover in-home healthcare.
By Alexandra Svokos Published
-
Meta and Microsoft Highlight Big Questions for AR’s Future
The Letter As Meta shows off a flashy AR prototype, Microsoft quietly stops supporting its own AR headset. The two companies highlight the promise and peril of AR.
By John Miley Published
-
You May Get a Raise in 2022
Employee Benefits In a strengthening labor market, businesses are paying more to attract and retain employees.
By Emma Patch Published
-
Before You Sign Up for Health Insurance at Work, Read This
Employee Benefits It’s open enrollment time at workplaces across the country – for health insurance as well as a bevy of other benefits. Here are four tips to help navigate the maze of benefit decisions.
By Rob Grubka, Fellow in the Society of Actuaries Published
-
Open Enrollment Brings New Employee Perks (for a Price)
Employee Benefits The pandemic and an increasingly diverse workforce have led to more benefits options for workers.
By Michael Korsh Published
-
Can Your Boss Make You Go Back to Work?
Coronavirus and Your Money Even if you don’t have legal protections, you may be able to negotiate with your boss.
By Sandra Block Published
-
This Olympian Tackles the Wealth Gap
Financial Planning She encourages advisers to introduce students to financial planning.
By Rivan V. Stinson Published
-
Should Nondisclosure Agreements Be Banned in Sexual Harassment Settlements?
Business Costs & Regulation Knight Kiplinger offers his advice on how companies can improve their handling of harassment problems.
By Knight Kiplinger Published
-
Are Incentives to Lure New Businesses Fair to Current Employers?
Business Costs & Regulation Job growth and spending at an existing firm should be worth just as much in incentives as new jobs and capital investment brought in from outside.
By Knight Kiplinger Published
-
3 Top Companies That Are Going to the Dogs
Employee Benefits Major corporations are adopting pet-friendly office policies as an employee perk.
By Sarah Smith Published