HR pros on 'The Apprentice' -- don't try this in real workplace
By Mary Massad
"You're fired!" Just like that. Short, sweet, and cut to the commercial.
In his TV role on "The Apprentice," Donald Trump is definitely entertaining. But in the real world, most managers -- probably even Trump -- would rather walk barefoot through broken glass than have to terminate an employee. It can be a tough, agonizing chore resulting in heartburn and lost sleep.
Most big companies have professionally trained human resource departments to support their managers, both psychologically and legally, when it's termination time. But who's there for the small business owner, the entrepreneur who doesn't have the benefit of such resources?
An increasing number of small businesses have been able to tap the experience and knowledge of professional employer organizations that function as outsourced HR departments, providing Fortune 500-quality guidance to small business owners, their managers and employees.
Several HR specialists, when asked what they think of Trump's TV style -- denigrating an employee in front of a roomful of people and then dismissing him with a dramatic "You're fired!" -- all agreed that it might make for good TV ratings, but it should come with a prominent disclaimer warning business owners: "Don't try this at home."
They pointed out that the dramatic flair of "The Apprentice" creates stress even when everyone in the room knows in advance that there's a chance he'll be getting the boot. In a real business setting, it is important to deliver the news more professionally -- firmly but gently, preserving the employee's dignity as much as possible.
Best practices
From an HR perspective, current best practices for an employee termination include:
Respect and compassion to minimize emotional harm and help the employee move on to the next phase of his career.
A concise explanation of the true reason for termination, followed by either a concise letter or a termination report signed by the employee stating the reason for the termination.
A letter explaining the employee's COBRA rights.
Minimal debate at the time of dismissal, allowing the letter or termination report, which should be approved by the HR specialist, speak for itself.
A contact -- usually the HR specialist -- for the employee to call with any questions.
An employer needs to act decisively to release an employee who cannot or will not perform. But hasty or hostile firings tend to be counterproductive for both parties and can beget lawsuits, which can be costly and distracting, even if the employer prevails.
In these litigious times, it is important that an employer be able to demonstrate the consistent application of job standards and corrective action to help avoid the consequences of a wrongful termination claim.
HR Blunders
With that in mind, HR specialists compiled this list of common HR blunders and how to avoid them.
Failure to establish clear performance expectations. It is imperative to maintain current job descriptions for all employees, delineating major responsibilities, limits of authority, performance expectations and evaluation methods. Without clear, written expectations it may be difficult for an employer to establish objective grounds for termination.
Itchy trigger finger. Except in cases of fraud, harassment or gross misconduct, employees should generally be given an opportunity to redeem themselves. Progressive discipline provides a framework of escalating corrective actions that document the company's effort to avoid termination as well as specific actions required of the employee to avoid additional censure.
Poor documentation. Clear expectations and progressive discipline are worthless without the facts to back them up. It is essential for managers to confront performance deficiencies as they occur and document both the problem and the feedback provided to the employee.
Going it alone. A business is too valuable to risk everything on a hunch. Monetary damages may be assessed if a lawsuit is filed. The employer should seek the advice of an HR specialist before making a termination decision so he can be comfortable a sound, legally defensible decision has been made.
Getting even. It's good to be king, but an employer may find himself without a kingdom if he makes it a practice to wield the termination ax to settle personal scores. Retaliation is the employment lawyer's best friend.
Settling up. Even if an employee is terminated for use of the company credit card for personal expenses, it is illegal for an employer to deduct anything from an employee's paycheck without specific written authorization, and even then there are restrictions by state on what, if anything, can be taken out. In addition, there are rules governing the timely payout of final paychecks. Again, these vary by state.
Following this guidance will hopefully help avoid ugly scenes and foster a better working environment. Because employers are human, there's not much that can be done to reduce the heartburn, other than perhaps the knowledge that they have established an environment in which there are no performance surprises and everyone has an equal chance to succeed.
Here are some points given by an US HR consultant: ZT - HR pros on 'The Apprentice' -- don't try this in real workplace -- Ron - (5279 Byte) 2004-3-19 周五, 02:08 (367 reads)
