How do good managers fire employees while keeping the relationship intact? What are the methods?

In the process of firing employees, the person in charge should be calm and speak in a manner. In contrast, some managers fire employees, leaving them with red faces, thick necks, slaps on the dining table, and wide eyes. Do you think gentle words can help employees leave with dignity? But this is beneficial to the corporate image, the image of managers and their superior-subordinate relationships. In addition, if employees voluntarily resign, the company does not need to bear the legal basis for dismissal and corresponding compensation, which is also a way to reduce costs for enterprise development.

Choose a tactful and implicit method of dismissal, without emphasizing the employee's mistakes or attacking the employee. Instead, it implies that the employee is not up to standard, which may lead to employees quitting and resigning. However, even though some employees were hinted at several times, they still pretended to be confused and stayed in the company. This situation is also very common. Maybe he has not found a new job yet, and changing jobs is risky for him. At this time, the supervisor must communicate with the employee, understand the employee's inner thoughts, and if necessary, express the company's dismissal decision in a timely manner.

You can also use another method of firing an employee and try to get another company to want the employee. If the employees are high-end employees, this method is more likely to be successfully implemented. Because high-end employees also have higher salaries and higher popularity, they are more likely to receive high attention from headhunters. You can make a strong recommendation to the headhunter and ask the headhunter to call the employee. That way, employees will be aware of the opportunity, making the layoff less painful. Actively cooperate with headhunters in depth so that employees can protect their face and leave with dignity.

It should be noted that after firing an employee, try to comfort the employee and provide compensation as much as possible. For example, financial compensation cannot be less. Every effort should also be made to detail the terminated employee and prevent the other party from engaging in personal behavior that is unsatisfactory and detrimental to the business. It is also necessary to mentally comfort the employee and ease her pain. You can keep in touch with laid-off employees at ordinary times. During the Spring Festival holiday, send blessing messages to laid-off employees, or invite them to corporate banquets, so that they can experience the humanity of the company and realize that they have no chance to work for the company, but they can work with them. Business leaders make friends with colleagues.