What to know Terminating an Employee during COVID

There are many articles giving advice on how to build up a workforce, manage teams remotely and even celebrate successes.  However, the coronavirus pandemic has created additional challenges around the difficult task of terminating employees.  Already a difficult situation, if handled poorly, termination can precipitate incidents that otherwise would be avoidable.

Any termination has the potential to amplify an employee’s sense of uncertainty, shock, and even hostility towards you and your organization especially if handled poorly.  The government reaction to the pandemic continues to stretch on and put the economy under pressure which many employees are experiencing these stresses.  Employees who are terminated might have feelings of betrayal, abandonment, or aggression and could even become stimulants for workplace violence in severe cases.

With this new reality as a backdrop, many organizations facing financial challenges arising from COVID-19 may be confronted with the terrible prospect of required reductions in force or even mass layoffs. The notification of termination – already a difficult and challenging task – is complicated by the fact that many employees are currently working remotely during social distancing lockdowns. While most agree that terminations are best handled in personal, face-to-face settings, such meetings are untenable during a world-wide pandemic with quarantine or “safer-at-home” practices in place.

The following are important things to know when a manager is faced with the difficult task of remotely parting ways with a team member:

1.       Be sure that both you and the employee know how to use the video teleconference platform?  The meeting will already be stressful enough, so complications in running a smooth meeting will cause you to lose control.

2.       Identify who will attend the video call.  It is always good to have two people participating in the meeting.  More than two is not recommended.  Usually it should be the Human Resource professional and the employee’s immediate supervisor.

3.       All materials including out-processing, severance pay, benefits and other documents should be organized and ready to be delivered to the employee before the call ends.

4.       Knowing where the employee is physically located is important in the event of a worst-case scenario of the employee spiraling out of control.

5.       Coordinate who all needs to be informed such as IT, Media Relations and Legal Counsel.

6.       Have an agenda, so you remain in complete control of the meeting.  Be sure to allow the employee to share their feelings.  Be firm, but compassionate.  Do not allow the employee to turn the script around, but allow them to express their emotion within reason to help part ways amicably. 

7.       Review the call with your counterpart to go over best practices of the meeting.

It is good to have a partner that is an expert in utilizing the most advance resources available today.  Questco is there to help you inspire your labor force through a plethora of HR Services such as: Payroll Services, Benefit Plans, Benefits Administration, HR Technology and Workers’ Comp & Safety Services.  Utilizing Questco’s vast experience, your company can thrive in today’s environment.

Charlie Reeves, Senior Business Development Manager, has decades of experience in Human Resource Solutions.  He is one of the most senior members at Questco and recognized for helping clients of all sizes save money, improve labor efficiency and provide the strongest support for HR Services.  As an entrepreneurs himself, he has lived the long days and sleepless nights on the road to success.  He brings the skill and scale to support you in the pursuit of your goals.  For more information on payroll services, benefit plans, benefits administration, HR technology, workers’ comp and safety services email Charlie.Reeves@questco.net or contact him directly at 936.521.5841.