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Layoff termination of employment is a term that is hated by the employees of the company. The term layoff is a problem that is often a debate in the world of employment. This problem has existed since the days of capitalism there. Sometimes a layoff decision shall be taken and typed inevitably company suffered financial problems, or more often lose money when compared to a profit. If a layoff decision shall be taken, then the hardest decision that sometimes must be done by an employee by way of dismissal of employees.
Many people, especially the position of some employees think cynical about companies that often dismiss employees if it is deemed unnecessary. But you know, turned out to sack employees from work is a job that is not easy to do. Especially for someone who deliver directly to the employee who was fired. Therefore dperlukan some things that must be considered in order to run well and smoothly.
Both the direct course, for your party at this time given the authority to do that (set up process for employee layoffs), here are some tips that maybe you can answer:
1. Be objective rather than subjective assessmentIf the issue is being twisted companies, it is not rare that almost every person in the company have emotions that are not stable and easy to anger. Therefore you should be aware of this situation. Do not get your drift to be quick-tempered individuals who participate. Then should the assessment should also be conducted independently and subjectively. This can be done by doing an assessment based on clear procedures that have been agreed and the procedure has been included in the assessment of errors and success (achievement) of those employees. Do not let the assessment of personal interests which are based more on dislike of certain individuals.
2. Keeping company kridibalitasMost events of the dismissal of a company will result in kridibalitas company in the social community will go down. This will affect the long term. For example because of the declining kridibilitas then the next company will have difficulty in recruiting qualified new good. Because kridibitas already bad, then spoon a good will come to think that if applied at the company will not have a good career. Therefore, try as much as possible to implement the termination of employment with a good way and give the best impression from the standpoint of employees. Give the sense that the company has conducted business as possible and give a high appreciation of the hard work of the employee to so far.
3. Conducting research with a thorough re-Before making a decision for dismissal, should you as the competent authority in the company in this matter prior to review re-file and other records that match the real data about the track-record data about employees who want to get fired. This is to anticipate if one day the employee filed a claim so you have accurate data and is sure to menganganinya. It would be nice right before the dismissal of employees who were fired signing a letter that will not be prosecuted, but usually it is very difficult to be done. In addition, a letter was also submitted a statement to employees who were fired for not divulging secrets owned by the company.
4. Experience is best teacherLearn from experience, perhaps in this case is your first experience dealing with employee dismissal. If this fails and does not fit with what you have planned, then this will be a valuable experience in the day and then later. Engage in dialogue with employees and various related institutions is very important to do. Do that and talk nicely with them to maintain good performance fixed tablespoons (especially for employees who still exist). Convey nicely why the dismissal should be made to several previous employees. Say also that we will get compensation of employees and companies.
Many people, especially the position of some employees think cynical about companies that often dismiss employees if it is deemed unnecessary. But you know, turned out to sack employees from work is a job that is not easy to do. Especially for someone who deliver directly to the employee who was fired. Therefore dperlukan some things that must be considered in order to run well and smoothly.
Both the direct course, for your party at this time given the authority to do that (set up process for employee layoffs), here are some tips that maybe you can answer:
1. Be objective rather than subjective assessmentIf the issue is being twisted companies, it is not rare that almost every person in the company have emotions that are not stable and easy to anger. Therefore you should be aware of this situation. Do not get your drift to be quick-tempered individuals who participate. Then should the assessment should also be conducted independently and subjectively. This can be done by doing an assessment based on clear procedures that have been agreed and the procedure has been included in the assessment of errors and success (achievement) of those employees. Do not let the assessment of personal interests which are based more on dislike of certain individuals.
2. Keeping company kridibalitasMost events of the dismissal of a company will result in kridibalitas company in the social community will go down. This will affect the long term. For example because of the declining kridibilitas then the next company will have difficulty in recruiting qualified new good. Because kridibitas already bad, then spoon a good will come to think that if applied at the company will not have a good career. Therefore, try as much as possible to implement the termination of employment with a good way and give the best impression from the standpoint of employees. Give the sense that the company has conducted business as possible and give a high appreciation of the hard work of the employee to so far.
3. Conducting research with a thorough re-Before making a decision for dismissal, should you as the competent authority in the company in this matter prior to review re-file and other records that match the real data about the track-record data about employees who want to get fired. This is to anticipate if one day the employee filed a claim so you have accurate data and is sure to menganganinya. It would be nice right before the dismissal of employees who were fired signing a letter that will not be prosecuted, but usually it is very difficult to be done. In addition, a letter was also submitted a statement to employees who were fired for not divulging secrets owned by the company.
4. Experience is best teacherLearn from experience, perhaps in this case is your first experience dealing with employee dismissal. If this fails and does not fit with what you have planned, then this will be a valuable experience in the day and then later. Engage in dialogue with employees and various related institutions is very important to do. Do that and talk nicely with them to maintain good performance fixed tablespoons (especially for employees who still exist). Convey nicely why the dismissal should be made to several previous employees. Say also that we will get compensation of employees and companies.
---Good Luck !!!---
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