Jacob Harrison

COM-306

8/29/21

I’m Sorry

People often think that the boss is uncaring or unfeeling and makes decisions

based on the greater good of the company at the expense of the hardworking

employees. This holds far less truth than most people think. Most managers and

supervisors are human beings who hold their own interpersonal relationships dear to

them just as they take their job seriously. Some of the managers and team leads that

I’ve remained close with over the years confess that letting employees go is the hardest

part about their jobs and that if they could, they would make sure that those employees

remain employed until they found new positions. Unfortunately, the best decision for the

company is often not to retain employees who may deserve to be let go; regardless of

that difficult decision and even more difficult conversation. This is why supervisors and

managers are paid more, however, as they often have to make those tough decisions in

order to protect the employees who do deserve to stay at the company and for the

wellness of the corporation itself. When the company needs to be downsized, however,

these are even tougher conversations to have because employees who deserve to be

at the position must be let go or transferred. If I was the boss, I believe that these

conversations would be the most difficult to have.

If I was the boss informing employees of a downsizing, there would be a few

things I would do to ensure that the transition was as seamless as possible. Firstly, I

wouldn’t block out emotions at all. This is an emotional process and very life changing
for a lot of people who trust this job for their livelihood. I would make sure they

understood that I will always be a lifeline for them or at least a reference. I would

reassure them that this was a decision that was out of my control and that they’ve been

an excellent peer and asset. According to Alternative Board, a business blog, allowing

newly let go employees to keep their dignity is an important step in the job hunt process.

“Humiliating a soon-to-be ex-employee is never the proper strategy. This difficult

conversation should take place behind closed doors, not in a public venue. Don’t settle

for taking action via email or voicemail. A face-to-face conversation is always best.”

(Alternative Board) Being firm yet empathetic will go a long way with respect from now-

former employees. After assuring them of a severance, a life line, mutual respect,

answering any questions they have, a shoulder to complain to, but a firm “there is

nothing I can do”, I personally would end the conversation on a positive note. I would let

my employee know that I loved and respected their work ethic and offer keep in touch

with future career moves. According to Amy DelPo, workplace attorney, ending the

meeting on a positive note or even a cliche phrase can relax tension and allow the

employee to retain their dignity. “End the meeting on the most positive note possible.

Wish the employee good luck and shake his or her hand. If you can honestly say

something positive about the employee's tenure at the company, by all means do so.

And assure the employee that the contact person you've provided will be available to

answer any questions that come up and assist the employee with the termination

process.” (DelPo) I know that I would appreciate being let go as such.

 References

Alternative Board. 2019. Tips on How to Gracefully Let an Employee Go. Retrieved

from: https://www.thealternativeboard.com/blog/tips-on-firing-an-employee-the-

right-way

DelPo, A. 2021. What to Say When You Fire an Employee. Retrieved from:

https://www.nolo.com/legal-encyclopedia/what-to-say-fire-employee-36140.html