Online Reporter
Employee Relations
Dr Request Machimbira
While employees are woven into the fabric of an organisation, someday they will have to leave, regardless of their position.
IT IS a shared fate that awaits us all.
No one is immune to employment termination.
The reasons for termination are as diverse as the employees themselves: resignation, a personal choice; misconduct, a breach of trust; retirement, a milestone earned; retrenchment, a corporate necessity; incapacity, a cruel fate; or simply the expiration of time.
Each scenario carries its own weight, its own story and its own emotional toll.
Sadly, employment termination in many organisations resembles a declaration of war, leaving employees feeling defeated, demoralised and discarded like trash.
The war drums beat loud and the battlefield is strewn with casualties of pride, dignity and self-worth.
One wonders why it must be this way. Can we not find a more humane way to part ways?
An employment termination is primarily a business transaction.
It should be handled with the same professionalism and respect as any other business deal.
There is no need for aggression or conflict.
Both employers and employees can benefit from approaching the situation calmly and with empathy.
It is a time for dignity, not drama.
The harsh reality is that many employment terminations can turn into a battle of tactics.
There are situations where some employees delete all relevant company information from their computers or even transfer it onto a USB drive or personal email.
This drama is unnecessary.
One day, the Data Protection Act might catch up with them.
The sins committed during your employment may be visited upon you after your departure.
Forewarned is forearmed.
Employers take note: A departing employee is not just a former staff member but a potential ambassador for your organisation.
Treat them respectfully and they will spread a positive message about your company.
Bitter separations result in losers on both sides, damage reputations and burn bridges. Is it worth it?
Applying a human face to employment separations is not just good management; it is a moral obligation.
The attitude we hold matters, and our words should be carefully chosen and considerate.
It is about treating others with the same kindness and respect we would want for ourselves.
As organisations, we are guided by our core values, ethos and principles of professionalism and Ubuntu.
Let us remember that.
Even when an employee is approaching retirement or the end of their contract, a gentle reminder and some guidance can go a long way in preparing them for the transition.
It is a kindness that will be remembered long after they have left the company.
And when retrenchment is unavoidable, can’t we do better than serving notice with immediate effect?
Isn’t there a way to pre-sensitise, offer psychological preparedness and emotional support?
Even a guilty employee facing a disciplinary hearing deserves emotional support.
It is a challenging time, and showing compassion can help them go through the process with dignity.
Managers should remember that before employees are employees, they are human beings.
This simple truth requires us to treat people with care and respect.
We need to make human resources departments more humane. After all, a workplace is a social enterprise for productivity collaboration, not warfare.
The workplace has caused injuries, leaving some paralysed, some broken and others deceased owing to employment-related shocks.
We need to stop the tragedy.
Good management practices can establish safeguards for a smooth transition during difficult times, including during layoffs.
It is time to rethink our approach, prioritise humanity over protocol and treat others with the dignity and respect they deserve.
Termination does not have to be traumatic.
Let us treat employees with respect even as they are leaving.
Let us explore more and better ways to make the separation process more human and respectful.
As leaders, especially human resources practitioners, let us prioritise humanity in the workplace, even during difficult situations.
Let us work towards making employment terminations more humane and respectful for everyone involved.
The words we choose, the actions we take and the attitude we display can truly make a difference.
It is a tough challenge, but one we must face.
Dr Request Machimbira is the executive director for Proficiency Consulting Group International. He is a leading, award-winning human resources expert, strategy facilitator, board trainer, team building coach, an independent labour arbitrator, board chairperson, and published author. He writes in his personal capacity. For feedback, email request @proficiencyinternational.com or phone +263772693404.
