Offering Shelter from the Storm! What I believe your team needs most after a colleague is terminated!
Most leaders I meet hate firing people. Even if there was absolutely no way the relationship could continue and it was the wrong fit, firing still feels awful.
I did this poorly for so many years and wish I had done a lot differently, but we live and learn. As entrepreneurs we don't have the luxury of a corporate HR team guiding our steps or doing the dirty deed on our behalf.
One thing that I wish I did differently was address the issue with the entire team right away. Having said that, I'm grateful to say that it's been a very long time since I've had to terminate someone but these are the steps I would take again.
Rally the Troops
Bring your entire team together, preferably in person or at least virtually if you're reading this during a lockdown. Without disclosing anything confidential and while respecting the terminated team member, explain that the team member has been asked to leave the premises and their employment has come to an end. It may be nice to offer a kudos of appreciation for what they brought to the team or taught the team.
Assure the team
Next it’s really important to calm everyone's fears. They are having them!!! It’s natural for people to panic and think that they're next. Let them know that it was an isolated incident and that no one else's jobs are in jeopardy. You're not restructuring or cleaning house. Don't assume that people will assume that.
Schedule time to check stories
I started scheduling time after a fire to check in with each team member one on one. As Brené Brown says, "In the absence of data, we all create stories." If you doubt this to be true and you take my advice and schedule these one on ones, you'll be flabbergasted by some of the stories you hear. I remember someone actually crying because they thought they were the reason why a long-term employee was terminated. It actually had nothing to do with her and I was able to calm her fears. Most people are terrified that they're next so squash those fears! If you're thinking "Nikki, I don't have time to discuss these stories", remember if you don't, you will have decreased engagement and productivity. People cannot concentrate when they think their job may be on the line.
Regroup on your strategic plan
If you have a strategic plan or if your team executes strategic rocks or they spearhead special projects, bring the team together within a couple of days. Make sure that you acknowledge the special tasks the terminated employee was handling and what the next move will be. Will the project be shelved to the next quarter or would someone like to step up to the plate and take ownership?
Stay positive and watch rising stars shine!
The silver lining in all of this is the emergence of rising stars in your organization. When we terminated a million-dollar producer we never dreamed that this person's executive assistant would step up and outsell that individual the following year! While it always feels devastating losing someone, this may be the change everyone needs to level up and step out from the shadows to revive the energy in the entire organization!
Obviously, I'm not a lawyer so please consult one if you're facing a termination. My thoughts and suggestions are based on learned experience and having done it wrong too many times! These steps helped the bounce back factor and are steps I wish someone taught me 20 years ago!
As always, we welcome your questions and feedback and if you have any great strategies that you've used with your team please do share!
