When You Have To Say Goodbye

Due to our country’s hard economic times, it is becoming an unfortunate yet popular scenario that small business owners are having to let go of their employees. Below are a few helpful hints gathered after many converstaions with store owners and candid conversations from those let go despite great performances that may guide you in these difficult circumstances.

Saying Goodbye When You Have To But Don’t Want To

Recently I found out that a client of mine let go of most of her retail store associates. I was sad to hear this news, as I knew it meant sales were struggling. I was also sad for my client, as I knew she had become close to most of her employees, thinking of them as friends and collegues rather than just the people that worked for her. Though this can sometimes be a challenge itself when it comes to managing your business, in her case she always seemed to have hard working associates that were polished and professional at all times. So just how did she let her employees go? Here are a few things she did that may help you in your own goodbyes.

1. Try to give fair warning to employees if you foresee a lay off in the near future. Being open and honest about this situation will offer your associates comfort in that you are looking out for their best interest as best you can, even if you can’t secure their job forever.

2. Remind your employees that their work is valuable and appreciated and that although they work hard, the economy (insert whatever your reason may be here) is the culprit and reason for their lay off. While this won’t give them great comfort, it will reassure them that their actions are not to blame.

3. When possible, give your employees fair notice as to when their last day will be so that they can prepare to find a new job. If an interview or new job should come up that conflicts with their work schedule for you, be flexible with them so that they can participate in their necesssary job search.

4. If possible, offer a small monetary package to help them move forward in their life. The reality of this for many business owners is dim, but it’s always something to consider if possible.

5. Assure your employees that they will get outstanding reccomendations if they should use you as a reference. Only mention this to them, of course, if this is in fact the case.

6. When the conversation is ready to take place, try and highlight any positives that may come from the situation. For example, if you have to let go of a working mom, suggest that she may get some unexpected but fun time with her children. If you have a student working for you, suggest that the extra time will allow him or her to participate in activities he or she may have mentioned in the past. Give hope, however, that there will be a new job in their future.

 7. Finally, stay in touch. If you really do care about your employees, let them know even after you have let them go. Follow up with an email or phone call a week or two after their last day just to let them know you are thinking of them. This support will be appreciated.

Have you had to let your employees go when you didn’t want to? What helped you and them get through this or make it easier? Let us know! Please comment below.