Employee terminations are difficult for everyone involved. Before making a decision to terminate someone’s employment, the employer attempts several performance improvement techniques. Likewise, the employee tries several fixes.
The relationship just isn’t working out. It’s disappointing for the employer, employee, and the employee’s co-workers.
No one enjoys trying something and not succeeding. Worse yet is admitting the failure publicly.
Curious Co-Workers
It is never a good time to gossip about the outgoing employee. If co-workers ask questions, respect the former employee’s privacy. This can be a good time to reassure them that their jobs are safe and what they are doing well.
When co-workers ask about someone’s departure, say as little as possible without seeming evasive or inhumane.
EMPLOYEE: “Where is John?”
YOU: “His last day was Friday.”
EMPLOYEE: “Did Jane quit?”
YOU: “Jane would be the best person to ask about her situation.”
EMPLOYEE: “Did Juan get fired?”
YOU: “Juan would be the best person to ask about his situation.”
Don’t participate in gossip, whether after an employee termination or any other activity. Gossip destroys trust, which is necessary for effective teamwork, and yes, it is gossiping to discuss someone’s employment circumstances without them being present to tell their story.
No one really wins the gossip game.
- If gossip is believed, the person being discussed gets the bad reputation the gossiper intended. Yet, the gossiper becomes a person to avoid, especially with sensitive information. You won’t fully trust people who you hear gossip about others. You will begin to wonder what they say about you–or would under similar circumstances.
- If you are the gossip, your co-workers are likely to worry about being too close to you.
Suddenly, work is a more tense place where you are achieving less, which means any advancement aspirations you had are farther from reality.
Focus on why you took your job and what good things you want to create, not what you can destroy.