11 Strategies To Prevent Problems From Resulting In Termination

Terminating an employee isn’t a fun process for anyone involved, and most would agree it is favorable to prevent ongoing issues from resulting in termination in the first place. By reevaluating how they address ongoing personnel challenges, leaders and employees may be able to avoid that dreaded meeting.

We asked members of the Forbes Human Resources Council for their best ideas on how to prevent a situation from reaching the “about to terminate” stage. Here are their best suggestions:

1. Assess Fit

A sign of an outdated operating model later in a business cycle is increased employee turnover, whether through resignation or termination. Employees aren’t happy or aren’t performing to the organization’s expectations, revealing a communication gap. Managers should hold periodic reviews, aligning the company’s evolving goals with employees’ expectations of their roles to increase retention. – Mark Lascola, ON THE MARK

2. Don’t Forget Human-Interaction

I believe in the power of human interaction. HR leaders should continue to foster an environment where they speak with employees often, position themselves in an office where they can interact with people, and continue to have touch bases throughout the organization. This will ensure they have the pulse of the organization, hear conversations and view behaviors. This coupled with surveys is powerful. – James Banares, ValiMail

3. Address Issues Early

Flagging sub-par behavior as soon as it happens can help an employee change sooner, and maintain your support. It can be easy to let things go as a one-off, but you need to show someone your non-negotiables, long before it is a real problem and your confidence in that employee has evaporated. Ultimately, this strength will earn you more respect, cause you less stress and improve retention. – Karla Reffold, BeecherMadden

4. Simply Check-In

If you stay in close contact with your hires as they progress in their career, you’ll save a lot of headaches. This doesn’t have to take up a lot of your time. Personally, I like to check in either in-person or via mobile with at least three employees a day for 10 to 15 minutes a piece. – Brett Comeaux, LG Fairmont

5. Mentor Struggling Employees

For employee issues involving individual performance, a mentoring program can be helpful. Pairing a struggling employee with a more experienced coworker who excels in a similar role can provide the necessary guidance needed in order to turn a performance around. Also, the direction and feedback may be better received when coming from a coworker as opposed to a manager. – John Feldmann, Insperity

6. Address Issues As They Come Up

It’s up to HR leaders and company executives to create a culture built around one-to-one feedback. This is particularly important for the manager-employee relationship. If managers are consistently giving (and receiving) candid feedback, issues can be addressed as they happen, allowing employees to work through challenges before they become bigger issues. – Santiago Jaramillo, Emplify

7. Give And Receive Feedback

HR leaders should coach and empower all employees to be an expert at the art of both giving and receiving feedback. So often, managers assume the employee is self-aware of their performance issues, and fail to give constructive and explicit feedback. Coaching managers to engage in these difficult conversations, and coaching all employees to effectively receive feedback as well, will spark more productive conversations that lead to behavioral change across teams. – Heather Doshay, Rainforest QA

8. Utilize “Stay” Interviews

Exit interviews are conducted when an employee leaves the organization, which is too late and many times brings to light issues that could have been easily corrected prior to the employee terminating. Conduct “stay” interviews instead to find out what is working, what isn’t, what would incentivize an employee to leave, and most importantly, what makes them stay and be productive, happy employees. – Charlene Collier, Mercedes-Benz Research & Development

9. Maintain Clear and Open Communication

HR should establish a culture that encourages clear and open communication around performance. Giving and receiving feedback should be ingrained in your organization’s values. When performance discussions happen regularly, employee issues are resolved quickly and with minimal pain, ensuring we don’t make mountains out of molehills. When they can’t be resolved, termination won’t come as a surprise. – Ben Peterson, BambooHR

10. Encourage Employee Engagement

Most HR employee relations issues are tied to lack of company engagement and communication. Without engagement and effective communication, people are more likely to create “sparks of excitement” in the workplace. Large or small, establishing company-wide communication that focuses on a shared vision while emphasizing the goals of the organization and confronting the challenges is key. Employees align when a company culture is present, defined and accountable, and fostering productive teams, through an internal culture of integrity, appreciation, attentiveness and honest communication. – Tasha Bell, Talbert House

11. Create A Culture of Accountability

Too often I see supervisors tiptoe around, sugarcoat or altogether avoid employee issues. HR should assist supervisors to ensure they are properly equipped to set clear expectations for employees, properly coach employees to set them up for success and teach supervisors to hold people accountable. Employee issues typically do not fester over time if there is a culture of accountability. – Kellie Graham SHRM-SCP, SPHR, Complete Children’s Health

Source: https://www.forbes.com/#570634532254

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