The big leader should fire those old employees who work hard and complain. What should grassroots leaders say?

We should talk to employees sincerely. First of all, we should euphemistically explain the current development of the company and affirm the contribution of the old employees to the company. But considering the development of the company, it is not our personal decision to lay off employees, and it is not your fault for the company to hold a meeting to discuss the decision, but the future development of the company needs new vitality and creativity.

Secondly, the process of conversation should be well-founded, persuasive, serious and not aggressive. If you are too anxious, employees may have emotional breakdown at any time. In order to avoid irrational behavior of employees, we should also be elegant and let employees feel our sincerity instead of malicious slander. Let them feel that they are not suitable for development in this position.

If we express the reasons clearly, employees will feel wronged and will not be entangled. What I am most afraid of is firing people for no reason, which will make everyone feel uncomfortable, let alone old employees. So be sure to make it clear, explain the reasons, and let them be convinced.

Of course, employees should also be given the opportunity to defend themselves. He may explain why he did something wrong or ask himself what he did wrong. He may win sympathy for family or physical reasons. As an old employee, he hopes that the leader will not be so heartless. But as a flesh and blood person, you can sympathize with him, but don't lose your position, don't hesitate too much, give them hope and change your decision. Once you are soft-hearted, the follow-up will be out of control.

Finally, of course, it is a heartfelt blessing. Although it is cruel to make such a decision, after careful consideration, I also hope that they can find the ideal job as soon as possible and have the resources to introduce them.