After the Fire: Effective Post-Exit Strategies

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"As a leader, you are responsible for the well-being of your team. Even in difficult times, treat people with dignity, respect, and fairness." ~ Unknown

Letting Employees Go is Hard

As a manager, one of the most challenging tasks I've faced multiple times is letting someone go. Regardless of the circumstances leading to termination, delivering such news is emotionally taxing—it disrupts not just the individual's life but also the team dynamic.

Personally, leading up to terminations, I'm often emotionally affected. Being an empathetic leader, the stress of delivering such news weighs heavily on me. The challenge lies in the weeks of knowing the inevitable, yet having to maintain normalcy when interacting with the person facing termination.

Preparing for the actual termination is part of the routine—documentation, resource retrieval, and logistical planning. But what I've observed as a significant oversight is what happens 'after the fire.'

Remember the Team Too

Once the employee is terminated, our focus is primarily on the exit steps. However, we often overlook the impact on the team, external relationships, and the organization at large. We form strong bonds in the workplace, and severing ties abruptly affects not just the individual but the many who cared for them.

In most cases, the individuals I've had to let go were well-liked, making the decision even more difficult. Learning from these experiences, I've developed post-termination strategies to facilitate a smoother transition:

1. Have a plan: Identify the interim management plan for the departing team member’s responsibilities, the necessary communications (i.e. who else needs to be informed), and redistribute tasks fairly, including which tasks you will take on to ease the burden on the whole team.
2. Inform the team: As soon as possible (i.e. within minutes, and no more than a couple hours) transparently communicate the news to the team without delving into specific reasons, focusing on the next steps.
3. Address nervousness: If this termination is about the departing employee only, then allay fears of further terminations and reassure the team with as much transparency as possible.
4. Show grace and respect: Despite the reasons for termination, maintain respect for the departing individual and speak respectfully about them.
5. Prepare for reactions: Identify the team member’s close connections and address their concerns individually, respecting their feelings.
6. Opportunity for learning: Reflect on how you can be managing team members differently and apply the learnings. In order to do this, seek feedback from trusted team members soon after to address any blind spots you may have overlooked during the period leading up to the termination.
7. Teachable moments: In rare egregious situations, and if legally authorized to do so, use the situation as an opportunity to reinforce corporate governance and ethics.

Closing Thoughts

"When letting people go, remember that how you treat them on their way out will influence your remaining team more than you might realize." ~ Kurtis Graham

Handling terminations compassionately and strategically after the fact is crucial for the well-being of the team and the overall organization's health.? So let’s be sure to plan well in advance, be dignified in the moment, and show compassion, humility, and a willingness to learn after the fact.

TAKE ACTION THIS WEEK

If you're preparing for an upcoming employee exit or wish to equip yourself better for this aspect of leadership, here are three proactive steps you can take this week:

1. Reflect on Past Terminations: Recall a past experience of an employee exit within a team you were part of. Assess the handling of that situation, noting what went well and what could have been managed differently. Use these reflections as a learning foundation for any future leadership roles in similar circumstances.
2. Identify Those Most Affected: If you're about to initiate an employee exit, identify individuals likely to be most impacted by this departure. Develop a strategy to provide necessary support and manage the transition for these individuals post-exit.
3. Prioritize Self-Care: Understandably, contemplating this decision can induce a whirlwind of emotions – guilt, self-doubt, and second-guessing. Acknowledge that this decision is made in the best interest of the team and the organization. Prioritize self-care leading up to this event, ensuring you're in the right mindset to support your team and navigate the post-exit process effectively. This practice will help you approach the situation with clarity and empathy.

ABOUT THE AUTHOR

Kurtis is the President and Founder of Leadership In Focus Inc.?Kurtis is a seasoned sales and marketing executive who excels in leading and developing teams across Canada and internationally. With a strong background in B2B marketing and a proven track record in delivering successful marketing strategies and executions for Fortune 500 businesses in 20+ countries, Kurtis brings invaluable expertise. His passions include leadership development, coaching, strategic thinking, and ideation, all of which he leverages to help businesses connect the dots and build engaging brand stories from the right content. With Kurtis and?Leadership In Focus?by your side, you can expect exceptional marketing strategy and execution that drives tangible results for your business.