Workers who have been laid off or fired can tell you that hearing the news ranked among the worst moments of their lives. For some, the exact words they heard are seared into memory; for others, the shock-induced swirl of emotions blurred the actual words.
At the recent Kansas State Society for Human Resource Management conference, seminar presenter Patti Hanson, senior consultant with FBD Consulting Inc., gave fellow professionals a little quiz:
When discussing the reduction in force with an affected employee, the notifiers should plan to spend how much time with each individual?
a) 5-7 minutes; b) 10-15 minutes; c) 25-30 minutes; d) 45-50 minutes
The majority chose 15 minutes or less, but many were surprised that the recommended answer is less than seven minutes. “Any more time leads to too much conversation,” Hanson said, “and that leads to areas where you can get into trouble.”
The problem, she explained, is the potential of litigation. Well-intentioned comments such as, “I hate to lose you. You’re the best worker I had,” can fuel wrongful discharge or discrimination lawsuits.
Hanson said the most humane thing to do is to have outplacement counselors lined up to speak with dismissed workers as soon as possible, perhaps even immediately after the notice is given.