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Avoid the surprise of goodbye

Avoid the surprise of goodbye
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First Published: Mon, Mar 19 2007. 01 02 AM IST
Updated: Mon, Mar 19 2007. 01 02 AM IST
You recently wrote a column about hiring the right way. Can you follow up with the same detail on firing? I think I was fired the wrong way.
-Name Withheld, Balch Springs, Texas
We wouldn’t be surprised, since that happens far more often than not.
In fact, letting people go in a way that doesn’t engender a lot of bitterness is so rare in business, you might not think it’s possible. It is. But it requires an entirely unnatural act for managers: abiding the person being fired through the whole agonizing process. Because half of firing correctly is not running away after you say goodbye. The other half is never letting that word be a surprise in the first place.
Now, we’re not talking about firing for integrity violations. When that happens, make sure everyone knows why you’re kicking the person out—a teaching moment—and get on with ­business.
No, we’re talking about letting someone go for underperformance, a much more fraught event for one major reason. In such cases, the person doing the job and the person getting the job done to him are almost always on clashing emotional life cycles.
Take the case of Bob, a typical overworked manager who wants minimal angst in his organization, and Richard, a nice subordinate who has been vaguely underperforming for a few years. Eventually Richard makes enough mistakes that Bob wants him to go. The decision gnaws at him, though, and for weeks, he wrestles with his emotions.
He agonizes to his wife, “Richard is going to freak out. He’s so clueless—and his daughter just started college.” Meanwhile, Richard continues to plod away. He may sense Bob’s awkwardness, but assumes it’s nothing personal. After all, he reassures himself, his last performance review had no red flags; it gave him a 3% raise and some OK comments.
Finally, Richard really blows a project and Bob has had it. He calls him in and lets loose.
“People have been carrying your load for too long and no one can take it any more,” he says. “You have to go home. I’m sorry.”
Richard sits there like he’s been sucker-punched. Bob mistakes the silence as acceptance and hastily ends the meeting. Big mistake. Within 24 hours, Richard starts feeling anger and hostility. No one ever told him he was screwing up! His firing, he convinces himself, is an outrage.
Now, while Richard is getting madder by the minute, Bob is feeling better than in a long time. “I finally did it,” he tells his wife. “What a relief! I can’t wait to find someone new.”
He asks HR to put together a decent severance package for Richard, gives him two weeks to “settle things up”, and then works very hard not to bump into him in the hallway.
Is it any wonder, then, when Richard files a lawsuit against the company or becomes a whistle-blower about a perceived wrongdoing? Is it any wonder that when Richard is finally hired by a customer, that company suddenly doesn’t want to do business with Bob any more? Of course not. And yet, this scenario—the firing life cycle—happens again and again in business. As different emotions play out, managers feel relief while their “victims” feel everything but. That creates a personal and organizational car wreck.
Which brings us back to what managers must do.
Let’s start with preventing the surprise of goodbye, which can easily be accomplished with a rigorous system of candid performance evaluations, twice a year at the minimum. Every employee must always know where he stands, especially if it is close to the exit.
With the surprise taken out of goodbye, the only other part about firing correctly is the “abiding”, which preserves the dignity of the person being let go. Start by giving the departing employee six months to find a place where his or her skills are a better match, and in that period, fight any appearance of abandonment.
Yes, you may feel as if you’ve already spent enough time on the underperforming employee. The facts are you need to spend a bit more. Bob thought his job was done when he fired Richard. It had just begun.
Indeed, a good firing means you become a coach and advisor. You take the employee for periodic lunches and check in with him more often than that. You suggest new career directions or possible companies to join. In every way, you help make their exit as devoid of humiliation as possible.
Look, firing is the worst part of business for everyone involved. It sounds like it was painful for you—and not nearly painful enough for your manager.
(Jack and Suzy Welch are the authors of the international best-seller ‘Winning’. They are eager to hear about your career dilemmas and challenges at work, and look forward to answering your questions in future columns. You can e-mail them questions at winning@livemint.com Please include your name, occupation and city.)
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First Published: Mon, Mar 19 2007. 01 02 AM IST
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