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Employee Mad about Another Employee Termination
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Employee Mad about Another Employee Termination
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We terminated an employee of 4 years this Monday due to behavioral issues. Her workplace friend is another long term employee and she is very upset at us. She had told another employee that she is mad
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Employee Mad about Another Employee Termination
posted at 1/8/2009 10:40 AM EST
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Posts: 49
First: 12/4/2004 Last: 5/23/2009 |
We terminated an employee of 4 years this Monday due to behavioral issues. Her workplace friend is another long term employee and she is very upset at us. She had told another employee that she is mad and asked the other employee if they knew why we terminated her.
Does anyone have any suggestions on how to diffuse the situation? I can't disclose the details and even if I did, this employee likely never witnessed the behavior that led to her termination. |
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Employee Mad about Another Employee Termination
posted at 1/8/2009 11:06 AM EST
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Posts: 544
First: 9/27/2004 Last: 9/13/2011 |
Reminds me of myself when my best friend was fired years ago...my boss was a master communicator, this is what he would advise you to do:
Have an honest conversation that acknowledges that you understand that she is angry, but that there were good reasons why you came to this decision and that you hope she understands that it would be inappropriate for you to disclose any details about why her friend was terminated because it would be unprofessional and would violate trust and that she would expect the same courtesy if she were in that situation. Remind her that there are always two sides to every story and that she can do her friend a better service by helping her to move past the termination and focus on future employment opportunities. Emphasize that you value her as an employee, that you don't like to see her upset, and that you appreciate that she is a good friend, but you hope that she can keep this situation from her interfering with her ability to do a good job, ya da ya da Remind her that it might be better to talk to you about her feelings directly in the future rather than going to others and putting them in awkward situations. If the situation escallates, you may need to have her take some time off. If you demonstrate fairness toward her, she is less likely to believe you have acted unfair toward others. |
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Employee Mad about Another Employee Termination
posted at 1/8/2009 11:19 AM EST
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Posts: 2
First: 1/8/2009 Last: 1/8/2009 |
I would give her a week to let her cool down. If that does not work, although this may sound like tough love reminder her who the boss is.
You had to do what you needed to do for the company. |
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Employee Mad about Another Employee Termination
posted at 1/9/2009 3:03 AM EST
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Posts: 1783
First: 11/11/2003 Last: 5/13/2010 |
I like deltac's approach. It acknowledges the employee's feelings, yet makes it clear that her behavior is not acceptable.
I disagree with ATMHR's suggestion to give the employee "a week to cool down." You must speak with this employee immediately because her pot-stirring is disruptive. If you allow it to continue, even if for "only" a week, she will poison the work environment. |
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Employee Mad about Another Employee Termination
posted at 1/12/2009 1:19 PM EST
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Posts: 108
First: 4/15/2007 Last: 8/17/2009 |
Full marks to deltac for an excellent response.
Les Allan www.businessperform.com |
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Employee Mad about Another Employee Termination
posted at 2/13/2009 6:39 AM EST
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Posts: 1
First: 2/13/2009 Last: 2/13/2009 |
Ok the best way i would know how to take care of it is to take care of it fast as you can. If you do not she could stur up other employees. If he/she wont let it go and stur up the place of work, Which you have provided her for years and gave her a piece of the pie, Put her/him in place and let know who is boss, Because it could happen again. |
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