9 – Mistakes made by Bosses when firing their Employees

Nine Mistakes made by Bosses when firing their Employees:- For a boss to fire an employee should not be an easy task, however, when communicating it should do so with the greatest care possible, to avoid an emotional shock to this person. But, the reality is different and many do it in a way that the other person may feel offended.

These mistakes not only damage the dignity and self-esteem of those who are out of work, but also affect their ability to face unemployment and the job market with their faces held high and could cause harmful reactions for themselves or the company. And, of course, irreparably damage the trust in the company among those who remain: they may be the next and know that they will treat them.

Reasons to Work as a Team – Team Work Importance

Mistakes made by Bosses

Before this, the portal portfolio.co shares some of the worst mistakes that can be made when firing a person.

1. Improvise

Each output should be prepared with great care and with maximum respect. It is arrogant to think that as one has done it many times before, ‘just like that’ should be fine. Not stopping to think about the impact that the loss of employment will have on each person and their possible reaction is a sign of a total lack of empathy, and lack of humanity.

2. Justify or blame

Some seek to justify the decision by blaming the person for mistakes or shortcomings when communicating his exit, without considering that it is bad enough to tell you that you are running out of work to also offend you, affect your self-esteem or force you to defend yourself on disadvantage.

3. Fleeing responsibility

There are bosses who run their responsibility to communicate an exit and instead of preparing properly, ‘delegate’ this task to human resources or need others in the room to shield their cowardice.

4. Negotiate

The well-prepared exits present the best the company can do without trying to take advantage of the people most affected who are less ready to negotiate, who are not prepared to defend themselves, compared to the more aggressive, who end up taking more. It is not fair and bad precedents.

5. Do not define

There are companies that spend days and even weeks without completely defining the conditions or deadlines of departures, plunging people into a painful uncertainty.

All orderly and respectful outlets must give clear structure and guidelines, especially regarding economic issues, help for relocation, termination dates, and so on.

6. Do not be clear

Firing a few, “so that no one notices,” is something that creates panic in the company, since you do not know who will be next.

7. One last requirement

Pass them through exams with the message that ‘the bad guys’ come out, thus destroying their personal marks and their self-esteem.

8. Distrust

Treating people with distrust or not letting them in, as if they were suddenly made redundant or turned into thieves or potential scammers. With what it offends!

9. Be rude

The worst thing I’ve seen: dismiss by letter or by email. If you are chief or director of human resources, avoid at all costs incurring the errors mentioned above. It is best to be direct and speak the truth.

Why should your boss hire your friends?

Trusting your friends when you are going to start with a “startup” is a great help when you need to hire staff. The question we can ask is if working with friends is going to be effective, if we are going to have productivity, good Work environment and whether companies should form groups of jobs formed by “friends”.

In startups hiring friends can be a guarantee to select staff if we know that they are effective and committed to launch our project. Through the experiences of the different startups the founders tend to recruit good friends with those who have established a relationship to start their professional career.

An entrepreneur almost always resorts to the FFF (Friends, Fools & Family) when they are looking for financing, in addition is what many investors recommend; Trusting friends or environment when you are creating a startup is a solid start strategy. You trust them, they trust you and the company.

Is it possible to hire your friends? Of course, in this process of selection can form groups of enormous confidence, commitment with guarantees of efficiency and good working environment, something that motivates employees a lot?

In the setting of startups, the idea is to hire friends who are trusted by those who already know their weaknesses and strengths and, above all, you must rely on experience and relationship with them.

You should also consider skills and values. If you just weigh the values, this will lead you to good people, but at work you need exploration and search skills. If we find a passive friend it will not be efficient for our company.

When working with a friend it is normal to increase satisfaction and feel more commitment and feel more attached to your job, you should consider that the bond between the members of the group and their belonging is one of the basic human needs and you must work in having the same treatment for all.

Be careful when the group does not look for the best solution for the company, but the consensus and good vibes. Having too much confidence or a family feeling can be detrimental to innovation and performance for the company.

Instead of having a good roll, it is better to have respect, professionalism and collaboration. The good atmosphere at work is important but without falling into an excess as it may be ineffective for the completion of work.

How do we choose our co-workers?

Trusting these friends also means having a good foundation when it is necessary to extend hiring in the event that the company increases its size.

Here the networks of contacts and references will be fundamental. In the case of the founder, the workers you hire from the beginning are professionals you know well, with whom you feel comfortable working and who you admire, and if they feel the same, they can recommend others to increase the workforce of the company.

Is this possible in a company with a traditional environment? Some companies decide to develop programs in which workers have more and more to say about new additions. This is at the level that co-workers can be chosen.

What if you are not friends of the coaches?

Always agree that you have friends at work and you can even become friends with the boss, but always leaving aside the “excess of confidence.”

When we are looking for a job and you are in selection processes, the selectors are not your friends and they do not have to be them. These are professionals who help us discover or generate opportunities, and also give us valuable information about reality.

To be clear what each one does, what he seeks and who he works for is the most important thing. Although it seems strange you should not like the coach, do not try, you may not fit the profile that the company needs.

Your goal is to convey that you are the worker that the company needs for that job even if you do not turn out to be so nice, even in some cases you have to adjust to what the company is looking for. I suggest you to be authentic, you must be able to synthesize and lead the interview thread, thus giving the impression of interest and preparation.