- What is the rationale for this termination?
- Have we truly comprehended the underlying circumstances for this individual – what might be going on for them?
- How might we have contributed to their performance struggles?
- Do we genuinely understand the challenges they face, and have we explored ways to support them in bridging the performance gap?
- Are they the right person in the wrong role?
- Do our systems, structures, or processes play a role in these challenges?
- Did we provide adequate support during their onboarding process?
Impact on trust:
- Fast firing erodes trust: Rapid terminations without clear explanations or fair processes can lead to decreased trust among team members and diminish overall morale and productivity.
- Perception of fairness: Employees who witness fast firing may question the fairness of the decision-making process, causing doubt about their own job security and trust in leadership.
Considerations before firing:
- Evaluate alternatives: Before resorting to terminations, leaders should explore other possibilities, such as performance improvement plans, coaching, or reassignment, to help struggling employees improve their performance or fit within the organisation.
- Fairness and transparency: Ensure that you provide employees with feedback, a fair chance to improve, and opportunities to express their perspectives.
Mitigating negative impacts:
- Build trust through clear communication: Clearly communicate the reasons for terminations, emphasising that they are based on objective criteria and align with organisational values.
- Provide support to remaining employees: Address the concerns and emotions of team members who witness fast firing, offering support, reassurance, and opportunities for open dialogue.
- Foster a learning culture: Encourage continuous learning and improvement throughout the organisation, emphasising that terminations are not intended as punishment but rather as opportunities for growth and development.
Rebuilding trust after fast firing:
- Open dialogue and transparency: Engage in honest conversations with the remaining team members, providing explanations and clarifications to rebuild trust and address any lingering concerns.
- Consistent fairness: Demonstrate fairness and consistency in decision-making going forward, ensuring that all employees feel secure in their roles and trust the organisation’s commitment to a just and equitable work environment.
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