Articles tagged 'termination'

HR Basics, HR Management

Top Troubles With Terminations (What You Really Need to Avoid)

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As promised in my webinar last week, here are my official Top 11 “Termination Troubles” that organizations frequently run into.

(Please note: Most Top 10 lists only go to 10. Ours go to 11. We reallllly want you to get your money’s worth.)

  • No. 11 — Not telling the real reasons. Always, always, always tell the truth. It doesn’t do you or the departing employee any favors if you either (1) sugarcoat or (2) over-exaggerate the reasons for the termination. Either approach can kill your case in court. Read more…
HR Insights, Talent Management

Giving Notice: What It Should Tell You When Workers Don’t Give Any

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A few weeks ago, a man on LinkedIn questioned “Why burn bridges?” He was objecting to the behavior of a past employee, a young woman, who’d quit without notice.

I’ve been following the conversation intently ever since. As one commenter put it, “Quitting a job with no notice is certainly an interesting and controversial topic.”

My view of the issue is pretty simplistic, I’ll admit.

It’s “at-will employment,” folks! What’s good for the goose should be good for the gander, right? And I’ve quit a job, or two, without notice. I won’t criticize someone else for doing the same. Read more…

HR Basics, Talent Management

Why You Need to Be Brutally Honest With Poor Performers


Allowing poor performers to remain on the payroll is a form of dishonesty that harms the entire organization.

Yet managers claim giving poor performers negative feedback either to help them improve or to warn them of the consequences of not making changes is one of the toughest conversations they face. As a result, those conversations often don’t happen.

But, here are five good reasons to motivate yourself to have those conversations — even if they feel uncomfortable. Read more…

HR News & Trends

Survey: 21% of Workers Say They Plan to Change Jobs This Year

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Question: How can you tell that the long, sluggish post-recession recovery seems to finally be picking up speed?

Answer: When a large number of employees say they’re planning to go find themselves another job.

The latest national survey from CareerBuilder, conducted online by Harris Interactive from Nov. 6 to Dec. 2, 2013, found that “21 percent of full-time employees plan to change jobs in 2014, the largest amount in the post-recession era and up from 17 percent in 2013.” Read more…

HR Insights, HR Management

A Noble HR Myth: The Forced Resignation That Avoids a Tough Talk


This week, I read a story on about how Mack Brown, longtime coach of the University of Texas Longhorn football team, is going to resign this week:

The source reiterated Brown would not be coaching at Texas in 2014.

By the end of the week, that will be the outcome,” the source told ESPN. “That will happen. It’s a shame after 16 years he’s not able to do it on his own with dignity and grace.” Read more…

Talent Management

4 Stay Interview Formats You Really Should Consider

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Last of three parts

Note: In case you missed them, the first two parts are The Many Benefits That Come From “Stay” Interviews and 20 Possible Questions You Should Consider Asking

If you know why an individual employee stays, you can obviously reinforce those factors.

And if you know far enough in advance what factors might cause them to leave, you can get a head start in ensuring those turnover causes never occur.

If you have decided to try these stay interviews, here are four “why-do-you-stay?” formats to consider using depending on your situation. Read more…

Talent Management

Stay Interviews: 20 Possible Questions You Should Consider Asking

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Second of three parts

Note: Part 1 of this series was The Many Benefits That Come From “Stay” Interviews

There is no required standard set of questions that must be used in stay interviews.

Ideally however, you want to limit the number of questions that you select so that you finish the interview within one hour. I have broken the type of questions to select from into four different categories. Read more…

HR Insights

When Is It Time to Finally Quit Your Job? 4 Questions You Should Ask

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I sat next to him because he never spoke.

They were 10-hour days. The work wasn’t challenging. In fact, I spent most of my day trying to look busy.

And, on top of it, I had to ride a bus out to a facility in the middle of the high desert in Idaho — an hour and 20 minutes there and an hour and 20 minutes home. Of course, while I was on the bus, I wanted to sleep.

He was graying, slightly overweight, and weathered. He didn’t look like a person anyone would want to be seated next to on a bus. That meant the seat next to him was always open. And, for nearly three months, I took it. Read more…

Classic TLNT

Top 11 Troubles When You Do a Termination


Editor’s Note: Sometimes readers ask about past TLNT articles. That’s why we republish a Classic TLNT post every Friday that some of you have requested. 

In survey after survey after survey, termination troubles top the list of employment law issues that freak you out.

Well, freak no more. Here are some of our patented termination tools and tips to help make your terminations as painless and humane as possible.

We’ll start today with our official – Top 11 Termination Troubles. Read more…

HR News & Trends, Legal Issues

Yes, You CAN Get Fired For Trashing Your Company on Facebook

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By Eric B. Meyer

It’s been a while since we’ve discussed discipline for employee Facebook behavior. So, let’s go over some basics. Generally speaking:

  • One employee, griping alone on Facebook about his employer, can be fired; but,
  • Two employees, complaining together on Facebook about their employer, cannot be fired.

The distinction is that the two employees are engaged in concerted activity — group discussion of workplace issues — which, even in a non-union private-sector workplace, is protected under the National Labor Relations Act.

However, as two employees recently learned, concerted activity has its limits — even on Facebook. Read more…