Human Resource Manager | Project Manager | Business Development Manager | Financial Consultant | Entrepreneur
The damage is done❗ When you terminate an employee due to performance, office politics, or push them to resign by creating a toxic work environment, remember this: they will move on. In 2-3 months, they will find a better opportunity and thrive. But they will never forget how you treated them—how you shouted, humiliated, and misunderstood them because your ego stopped you from communicating with empathy. They might not speak about it, but they will carry the scars of your behavior. The power of your position shouldn’t come at the cost of someone's dignity." . #workplaceethics #leadershipmatters #respectemployees #empathyinleadership #workplacewellness #corporateculture #managementtips #beabetterleader
Wow, that deserves a standing ovation. 👏🏽
Rohit Sequeira HR Rohit Chouhan "damage is done" should be named like a statement. Such a powerful meaning to your life, role, drive, passion, and soo much more...no time, quick argue of power, book to the face, riding without training wheels, All leads to loss of best employees because no one these days want to train someone who could be better because these days "I" is worth more than "us" not knowing the power of a group together is where power and motivation strives. (As 1 together)
Humility is missed big time, the focus is left only to Transactions. 'Take care of your people and your People will take care of everything. It's the frontline staff which is the root of the organization and that's where many organizations are failing miserably by not focusing on them.
Powerful message! Leadership is about uplifting others, not leaving them with scars of disrespect. Treating people with empathy builds lasting respect.
Yes mutual respect is very important even if you are not on the same page. Latter's view point is as important as yours. Respect fosters better accountability.
If you push them to resign by creating a toxic work environment that specifically affects them, and they quit to avoid termination, you put your company at risk for a constructive discharge complaint. Termination due to performance shouldn't come as a surprise to the employee as long as performance deficiencies have been documented, discussed with the employee and the documented, prescribed corrective action(s) have been administered according to the company policy guide. The termination event should be a statement of facts that detail the reason(s) for the term, as well as any necessary benefit discussion. It doesn't have to be "cold", but keep it short and don't allow your desire to soften the blow create a trap you set, for the company, with your words.
I couldn't agree more with your words. I've had a similar experience in the past, and I can attest to the fact that the way you treat people when they're leaving an organization can have a lasting impact on their lives. I remember being pushed out of a company due to office politics, and it was a really tough time for me. But what stuck with me the most was the way I was treated during my exit. The lack of empathy, the humiliation, and the shouting still linger in my memory. However, as you said, I did move on and found a better opportunity - in fact, I'm now the CEO and founder of my own company. And I'm proud to say that we've built a wonderful reputation based on our values of empathy, kindness, and respect. I've never forgotten the way I was treated, but I've used it as a lesson to create a positive and supportive work environment for my own team. I believe that's the key to success - treating people with dignity and respect, even when they're leaving. Thank you for sharing your thoughts on this important topic. It's a great reminder for all of us to be mindful of how we treat others, and to prioritize empathy and kindness in our personal and professional lives.
"When you terminate an employee due to performance.." What? Poor performance or lack of performance is a legitimate reason to terminate an employee. The only person the employee has to blame is himself or herself. The feelings that one who is terminated based on their own quality or degree of performance should be regret and maybe embarrassment and then to look within and find a way to correct errors and excel at performance in their next role.
Gold Medalist🥇(Masters in Business Administration- Sales & Marketing)| Award Winning Fundraiser at SKMCH & RC | Public Relations Specialist | Sales & Marketing Specialist| 🇵🇰 🇸🇦
1wVery well said HR Rohit Paracha. Issue persists when new generation keep on behaving with their subordinates the same way they were treated being Juniors, just for the sake of doing what had been done with them in the past. Only way is we as new generations treat our Juniors or subordinates entirely in a manner we were expected to be treated, like true leaders. Only this way a legacy would take place.