People + Strategy Insights: How to Fire an Employee with Empathy скачать в хорошем качестве

People + Strategy Insights: How to Fire an Employee with Empathy

Firing an employee is often viewed as a right of passage for a manager or boss. It can also be incredibly difficult - people are terrified of saying the wrong thing, being the “bad guy,” or even putting the team or company in legal jeopardy. Yet, letting go of an employee who is underperforming or who is not the right fit is necessary. Not doing so can lead to keeping employees for longer than practical, which can lead to compromised morale, lower productivity, and higher costs. But what if there's another way to look at terminating employment? In this webinar, The Good Doctors of Abbey Research will teach you how to do the emotional and logistical work of firing an employee effectively while preserving morale, camaraderie, and integrity by using a framework of empathy. They'll cover not only what empathy actually is (spoiler alert: not just emotions) but how you can operationalize it within your organization with everything from hiring to firing and all points in between. Outline: Rhetorical questions and possible feelings about topic (Erin) Are you Do you In your experience … Mention: Today we’re going to be sharing with you the 3 Things You Need to Fire Empathetically (Erin) Intro - who we are, why we’re here (5 mins) (Erin) Quick Poll: (Erin) Have you ever been fired? (Yes/No) Have you ever had to fire someone? (Yes/No) Question and Discussion (10 mins) (Kristen) What’s the worst firing experience you’ve had? Quick Poll: (Kristen) Do you think empathy is about a) feelings b) being sensitive c) making people feel comfortable or d) other If you answer d - please write your answer in the chat Mythbusting empathy and defining empathy (10 mins) (Kristen) Empathy is not Empathy is How to practice empathy 3 Things You Need to Have to Fire Empathetically (15 mins) (Erin - stuff; Kristen - examples) Know Your Culture What does it mean to know your culture? It means that you understand how your ecosystem works. You know who gets along and who doesn’t. This is important because it means you know the strengths and weaknesses of your team - it means you know who to hire and who to fire. If you don’t do this, you could hire someone who doesn’t fit with your culture, or put someone on the wrong team. One thing you can do now to know your culture is execute a StrengthsFinder assessment. Story of promoting Dora. Know Your People What does it mean to know your people? It means that you know your folks as individuals, their potential and limitations, and you know the difference between a fireable action and a bad day. Knowing your people is important because people reach their potential where they feel valued and known - no one wants to be treated like a cog in a machine. If you don’t take the time to know your people, they will be unhappy, they will underperform, and they will quit. One thing you can do now to know your people is create an activity where everyone’s a human and not a worker - where they get to bring a different part of themselves to work that is not tied to their productivity. Jenny example Clear Communication What does it mean to have clear communication? It means that you do everything within your power to make sure that everyone actually understands company communication - from the big picture announcements to the office kitchen etiquette. Clear communication is important because it is kind communication. When people know what is happening they feel safe and valued. What doesn’t go wrong? One thing you can do now is evaluate and adjust your corporate lexicon - do all the words you use mean the same to everyone? COVID-19 and language comprehension issues Mention: link to Opt-In (put in chat) (Erin) Question and Discussion (10 minutes) (Kristen) What are you taking away? What would look different if you implemented this? Cast a vision for what could be (Kristen)