Written by: Vishal Saxsena, Executive Contributor
Executive Contributors at Brainz Magazine are handpicked and invited to contribute because of their knowledge and valuable insight within their area of expertise.
Employment termination is an unpleasant event for both employees and companies. It often comes with a negative connotation, as if the employee is solely responsible for the situation. However, termination is frequently the result of poor management of human resources and management. By examining the reasons it is time to shift the responsibility from employees to management, this article is intended to address the stigma associated with termination.
The Stigma of Termination
Rather than being the outcome of organizational or managerial problems, termination is frequently seen as an employee's personal failure. For employees who have been fired, this stigma can cause serious adverse effects, such as social isolation, financial hardship, and trouble finding new employment. The stigma, however, also has an impact on the organizational culture as a whole and feeds the cycle of blaming rather than addressing the underlying reasons for termination.
Failures in management and human resources
First and foremost an organization, if they want to grow, should hire an efficient HR Team who are well versed with the law of the land and not someone who has no clue of what is HR and is biased in their decisions.
Terminations are frequently the result of organizational systemic flaws, such as weak HR practices or ineffective direction. For instance, a high employee turnover rate could be a sign of more serious issues within the company. HR procedures may be not adequately dealing with employee concerns or managers may be failing to foster a positive workplace culture. In these situations, firing someone becomes a sign of more serious organizational problems.
Lack of training and development is one aspect that makes Managers and HR management ineffective. Many firms fail to give HR the tools and resources they require to properly manage people and develop a positive workplace culture. As a result, there may be insufficient accountability, inadequate performance management, and ineffective communication.
Another factor is a failure to prioritize employee engagement and well-being
Employees may get disengaged or even leave the company if they feel unsupported by their boss or disconnected from their work. Before employee complaints reach the point of termination, Managers and HR specialists must make a concerted effort to maintain a healthy work environment and address employee issues.
Shifting the Blame
Organizations need to adopt a more proactive approach to managing employee performance and addressing problems at work. To ensure that workers have the tools and support they need to succeed, this may entail introducing more efficient HR practices, such as frequent performance reviews and open lines of communication. Management is also accountable for developing a supportive workplace environment and addressing organizational problems that can lead to termination.
Focusing on prevention rather than punishment is one useful approach to dealing with termination. This entails taking proactive steps to find and fix performance problems before they become serious enough to warrant termination. Instead of solely relying on performance evaluations to pinpoint areas for development, for instance, managers might give staff ongoing feedback and coaching to help them perform better.
The development of an accountable culture is another crucial strategy
Managers and HR specialists need to keep both themselves and their staff members accountable for their deeds and obligations. Making sure that everyone is achieving their goals and objectives, entails setting clear expectations and giving frequent feedback.
Organizations must also be prepared to address more significant systemic problems that may be a factor in the termination. This may involve problems like discrimination, harassment, or unhealthy work environments. Managers and HR specialists need to be willing to tackle these problems head-on. Termination should be a last resort.
Conclusion
Termination is a complex issue that is often stigmatized and blamed on the employee rather than organizational or managerial failures. By shifting the blame from employees to managers, organizations can take a more proactive approach to managing employee performance and addressing workplace issues. This requires a commitment to creating a positive work culture, implementing effective HR policies, and taking responsibility for systemic failures within the organization. Ultimately, by challenging the stigma of termination and adopting a more proactive approach to management, organizations can create a healthier and more productive work environment for all employees.
It's time to put an end to the stigma associated with termination and hold the administration accountable for not establishing a supportive workplace environment.
Vishal Saxsena, Executive Contributor Brainz Magazine
Vishal Saxsena an Author, Wellness & Transformation Coach. His journey in coaching started in the year 1997. While coaching individuals in groups or as individuals he noticed one common thing, i.e. Life Pattern of every individual keeps repeating and that keeps them stressed. He started to dig deeper into this issue and found that if the character of a child is designed in the conception & development stage these issues can be resolved & a child can become a better human being. This made him launch a unique program BELLY WITH A HEART where a pregnant lady can Design & Shape the character of her unborn child. He is the CEO & Founder of Design Your Destini & Academy of Spreading Happiness.
