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But with thorough preparation, it is actually possible to create a dismissal process that will send the affected employee out the door in a dignified manner. And which will also ensure continued support from the remaining employees for you as a manager. It's about planning the entire process from start to finish and considering how you show respect and consideration for those affected by the decision. But how do you approach the planning in concrete terms? You will get the answer to that in this first of three articles on the difficult task of firing.

Behind the good advice is management adviser at Lederne, Flemming Andersen, who is also the expert in the two other articles, which respectively deal with the interview itself and the time after the termination. You will find the last two articles in the series here: 5 good tips: How to handle Australian B2C Email List conversation when you have to fire an employee 5 good tips: How to lead your team after a layoff You can use the advice in all three articles, regardless of whether you have to dismiss a single employee or several in a round of layoffs.



Consider whether a dismissal is the only way out Terminating an employee is expensive. During the notice period, the terminated employee will often be less motivated and productive than usual. And after the person has stopped, until the position is re-filled, there will be tasks that you either cannot solve or have to find elsewhere. several regions - Chernihiv, Donetsk, Kharkov, Kherson, Luhansk, Nikolaev, Sumy and Zaporozhye - have become battlegrounds for military operations , tanks and artillery bombarded the city. The Russian military has even attacked cities in western Ukraine, Lviv, Rivno and Volyn regions, firing deadly missiles from the air and sea.