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Employment Dismissal Management: Dismissal Procedure

Dismissal management refers to the whole process of the employer respective the executive personnel realizing a dismissal. It starts with notifying the employee, the dismissal talk and ends with the actual quitting of the employee. It is in the companies interest to separate from the employee in a way that makes it possible to "still look into each others' eyes". It also includes to prevent negative effects of the dismissal on the company, be it fear of the remaining with a decrease of productive athmosphere, or a decline of working- and performance-motivation, or loss of loyalty and trust, or drifting away of top employees.
For the employee, in turn, the dismissal should be made comprehensible and intelligible, and it should yield prospects for an occupational recommencement. Thus, the essentials of a well-managed outplacement are:

• The social plan which not only takes care of financial balance and constraints the choice of employees to dismiss according to defined criteria, but also contains recommencement- and qualifying-procedures
• A communication that does not disguise the staff cuts but treats it openly, honestly and consequently
• A leading through the changing-process of staff cuts which is aimed at commitment towards the remaining staff and keeping them bound to the company
• The outplacement, aiming at getting the employee into a new job, as possible, or help him with founding a new company
• A re-building phase after staff cuts, aiming at finishing the changing-process and keeping the company steered into the right directions

Dismissal management is usually regarded a job of the executives. They can get support from specialized consulting companies. For the dismissed persons, it depends greatly on the skills of their executives how well they can cope with their dismissal.

• As a dismissed, inform yourself about methods, purpose, procedures of dismissal management
• To your boss, suggest consulting opportunities whenever staff cuts are adressed
• Let yourself be explained the criteria of the social plan and assure that they are followed
• Ease your executives' honest and constructive handling of the issue by directly adressing the staff cuts, and urge them to communicating
• Ask for outplacement-support, that is for help in realigning occupationally so that you are not abandoned into unemployment prospectless
• Ally yourself with others, not only from your company, but also with employee-networks of other companies