Dismissal Meeting 2

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DISMISSAL MEETING

PROPOSE THREE (3) WAYS THAT A MANAGER CAN COPE WITH ANY NEGATIVE EMOTIONS THAT MAY ACCOMPANY AN EMPLOYEE LAYOFF. One way that a manager can help ease the pain of an employee that’s been laid off is to grant the employee a generous severance package which could provide economic benefits that reflects management’s compassion and understanding of the impact of the termination. Although the trend is for companies to offer less in severance payments, 93 percent of them require employees to sign releases of liability in order to receive severance pay. A great way to help soften the blow of a layoff is for the company or manager to do their best to find those leaving the company a new job. This could mean calling around to see if anyone is hiring, providing great job recommendations and even calling the competition to see if they have any openings. The company should also cover the expenses for some career counseling. The company can provide on-site training around resume writing and how to ace an interview for all employees. This can cause loyalty from all employees even the ones being laid off. Another way to help the laid off employee is to offer psychological counseling paid for by the employer because according to a lot psychologists losing your job is similar to losing someone close to you. A lot of employment consultants say those who have lost their jobs experience stages of grieving similar to the ones people go through after a loved one has died. The psychologist Elisabeth Kubler-Ross stated that recently laid off people go through a wave of emotions that run from shock and denial to anger, bargaining, depression and finally acceptance. Most job counselors say the key to surviving a job layoff is not realizing that emotions may sprout up but also knowing how to deal with them.
DESCRIBE A STEP-BY-STEP PROCESS OF…...

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