O employee termination it has always been a delicate subject, which must be treated with care so as not to be mishandled. And with the pandemic caused by the coronavirus, attention must be redoubled. After all, we live in a time when mass layoffs are increasing and the whole world is full of uncertainties.
In the midst of this situation, the responsible dismissal is being widely discussed in the market. Companies that care about their employees are looking for ways to not fire during the crisis, but when it is necessary, they do so in order to reduce the negative impacts on the professional and personal life of the worker.
To help you understand the concept, we explain in this post everything you need to know about responsible dismissal and how it works. Interested? Keep reading!
What is responsible dismissal?
Responsible dismissal is a termination process in which the company is committed to mitigating the impact of the dismissal on the employee's life. Inspired by European practices, the model values the responsibility of the organization with whom it is leaving, ensuring support for the relocation in the market to be more relaxed.
The practice consists of providing assistance to the professional while he is looking for a new job, extending benefits, offering career advice and indicating your profile to other companies.
The main advantage of responsible dismissal is to leave a good impression for the dismissed employee, although it is a complicated moment in his life. Having all this support at the exit, the professional feels valued and grateful for the time he spent in the company, becoming open to an eventual return in the future.
This type of disconnection counts many points in favor of employer branding. After all, having a good conduct with professionals helps to build a good image as an employer, improving the reputation of the organization and facilitating the attraction of new candidates for open positions.
Another great benefit is to transmit security for employees who remain in the company. Upon seeing the treatment received by disconnected colleagues, they realize that they will not be helpless if the same happens to them. As a result, they feel welcomed and motivated to have the best possible performance on a daily basis.
How has responsible resignation been carried out in the midst of the pandemic?
The global crisis has caused a huge impact on the UK residents economy. The need for social isolation measures has dramatically reduced the population's consumption, which has caused many companies to suddenly lose revenue, with sales falling and contracts freezing.
Whoever succeeds, is looking to adapt in the best possible way, practicing home-office, reorganizing activities and rethinking the business format to face uncertainties.
However, many cases have demanded more drastic measures to avoid dismissals, such as anticipating vacations, reducing wages and even suspending the employment contract.
The fact is that with Covid-19, many companies have shrunk, while others have already closed their doors. With that, there was a high number of mass layoffs, and many more are yet to come.
In this scenario, the issue of dismissal has become more delicate than ever. Unfortunately, many companies still do not take due care in people management, dismissing professionals without any support, with cases even of layoffs by WhatsApp.
On the other hand, some companies are differentiating themselves and practicing responsible dismissal, serving as example of attitude to other organizations.
Responsible dismissal cases
One of the most recent cases of responsible dismissal during the pandemic was that of Uber, a giant of transport apps that needed to fire around 3,000 employees because of the crisis.
To compensate workers, the company pledged to pay another ten weeks of wages and maintain health benefits until the end of the year.
Something similar happened in MaxMiles, a UK residents company in the travel sector. The crisis forced the company to lay off 42% of employees, due to the impact of the pandemic on airline ticket sales.
In order to minimize job loss for the 167 dismissed employees, the company opened up the possibility of allowance and maintenance of the health plan for a few more months. In addition, it offered measures to support relocation to the labor market for all of them.
Who was also willing to help former employees to get back on the market was the Rock Content, a digital marketing company from Minas Gerais. After a 20% cut in staff, the company's leaders shared a spreadsheet on LinkedIn with 90 names of disconnected professionals, in order to refer them to other companies.
How to carry out a responsible dismissal?
Carrying out responsible dismissal requires planning and care, so that everyone has access to the same financial support and can put themselves back on the market according to their goals. Check out the step by step and see how to put the concept into practice:
- plan the dismissal;
- communicate the resignation with respect;
- offer career advice;
- make directions;
- prolong the benefits.
1. Plan the dismissal
Keep in mind that dismissal must be the last resource your company to cut expenses. So, it must be planned in detail, especially in a time of crisis, when many employees may have to be dismissed.
Defines well the criteria on how many and who will be dismissed. Based on this, HR and the company's leaders must together create a plan to define what the company can do to support these people on their way out.
>> Want to know more about how to make a layoff? Check out this other blog post: Do you perform the shutdown process correctly? <
2. Communicate resignation with respect
If the dismissal cannot be in person, due to the restrictions of social contact, the best alternative is to carry out a video call.
Be careful to communicate each employee individually, even if the number of disconnected people is high. Never have the inelegance of firing someone by email or WhatsApp.
During the conversation, empathize and get straight to the point, presenting the reason for termination and providing all necessary information on the next steps. Make it clear that the professional will have the support of the company to pursue a career, explaining the next steps and the benefits that the company will offer him.
Finally, thank the employee for his dedication, allow him to express himself (if he wishes) and make himself available.
3. Offer career advice
One of the most important steps in responsible dismissal is to offer the former employee a job career consulting in partnership with a specialized company. In this way, the professional can enjoy the benefit without feeling supervised by the former employer.
The role of the team of consultants is to analyze the profile of the professional and his objectives, in order to help him achieve his goals after dismissal.
If the person wants to look for another job in the same segment, the consultant should help him to discover his strengths and weaknesses in order to accelerate their replacement. If she wants to change areas, his role will be help her in the transition.
There is also the chance that the person does not want to work in another company after being fired, but open your own business. In this case, it is up to the consultancy to help the worker understand the market and prepare for the challenges of entrepreneurship.
Among the other services that can be offered in career consulting, we can mention:
- CV and LinkedIn redesign: these two are the business cards that will open the door to new opportunities. With a professional review, the curriculum and the social network will become more attractive and can bring faster returns.
- interview preparation: many professionals get many Job interviews, but cannot be accepted; others are unsure of participating in a new process. Having this support can help to improve posture, personal marketing and the way the candidate exposes his experiences.
4. Make directions
In addition to offering career advice, company leaders can also take other actions to help with the replacement of former employees.
Business owners and people in management positions are often well connected in the market and have access to opportunities that don't even appear on job sites. At that moment, it's time to trigger the network to help fired people get started again somewhere else.
To write letters of recommendation it can also give great results, as many companies ask candidates for references from former employers. A formal recommendation from the former manager can be the decisive differentiator for hiring a former employee in a new company.
5. Extend the benefits
Another very common practice in responsible dismissal is the extension of food stamps, food stamps and health insurance.
This type of benefit is usually essential for the budget and for the daily lives of employees, and losing them without any planning can have a very big impact on their lives. Imagine, for example, what it would be like for an employee who needs frequent medical care to lose his health plan?
In addition, many companies adopt the practice of paying employees a additional bonus upon termination, or extend the salary for a few more months.
All of these measures require a financial effort that not every company can afford. But it is worth evaluating the budget to see what can be done to minimize the loss of dismissal for employees.
Now that you know how responsible dismissal works, you are ready to put it into practice in your company. It is not just for this pandemic moment. Incorporate this practice into the organization's culture and you will see a significant improvement in its image as a long-term employer.
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