Before making a decision to #fire an #employee, it's essential to consider at least one round of discussion. Just as we take the time to conduct multiple interviews to ensure we're #hiring the right person, we should also invest time in understanding any issues before deciding to let someone go. This approach not only shows fairness but also helps identify if there might be underlying problems that can be resolved through communication and #support. For example, imagine a situation where an employee is #struggling with their performance. Instead of immediately terminating their employment, a #manager might have a conversation with them to understand the #challenges they're facing. Perhaps the employee is dealing with personal issues or hasn't received the necessary training. By discussing these concerns, the manager may find ways to help the #employee improve and #succeed in their role, avoiding the need for dismissal. Taking the time to have these discussions reflects a company's commitment to its employees' #growth and well-being. It also fosters a #positive workplace culture where employees feel valued and supported. Just as thorough #interviews lead to better #hires, thoughtful conversations can lead to better outcomes for both the employee and the organization.
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Before making a decision to #fire an #employee, it's essential to consider at least one round of discussion. Just as we take the time to conduct multiple interviews to ensure we're #hiring the right person, we should also invest time in understanding any issues before deciding to let someone go. This approach not only shows fairness but also helps identify if there might be underlying problems that can be resolved through communication and #support. For example, imagine a situation where an employee is #struggling with their performance. Instead of immediately terminating their employment, a #manager might have a conversation with them to understand the #challenges they're facing. Perhaps the employee is dealing with personal issues or hasn't received the necessary training. By discussing these concerns, the manager may find ways to help the #employee improve and #succeed in their role, avoiding the need for dismissal. Taking the time to have these discussions reflects a company's commitment to its employees' #growth and well-being. It also fosters a #positive workplace culture where employees feel valued and supported. Just as thorough #interviews lead to better #hires, thoughtful conversations can lead to better outcomes for both the employee and the organization.
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Before making a decision to #fire an #employee, it's essential to consider at least one round of discussion. Just as we take the time to conduct multiple interviews to ensure we're #hiring the right person, we should also invest time in understanding any issues before deciding to let someone go. This approach not only shows fairness but also helps identify if there might be underlying problems that can be resolved through communication and #support. For example, imagine a situation where an employee is #struggling with their performance. Instead of immediately terminating their employment, a #manager might have a conversation with them to understand the #challenges they're facing. Perhaps the employee is dealing with personal issues or hasn't received the necessary training. By discussing these concerns, the manager may find ways to help the #employee improve and #succeed in their role, avoiding the need for dismissal. Taking the time to have these discussions reflects a company's commitment to its employees' #growth and well-being. It also fosters a #positive workplace culture where employees feel valued and supported. Just as thorough #interviews lead to better #hires, thoughtful conversations can lead to better outcomes for both the employee and the organization. Connect and Follow 👉🏻 L Charan Krishna Sapati #linkedin #job #HRTalks #HRSpeaks #HRthoughts #HR
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It's deeply concerning to encounter situations where individuals go through an extensive and thorough interview process tailored to a specific position, only to find themselves assigned to a completely different domain or role upon joining the company though on paper it's same. This misalignment between the expectations set during the hiring process and the actual job responsibilities represents a breach of trust and a departure from transparent employment practices. Deviating from this agreement not only undermines the credibility of the hiring process but also creates a sense of disillusionment and frustration for the new employee. During the confrontation, HR and management asserted that the issue stemmed from miscommunication, despite evidence suggesting otherwise. Furthermore, such discrepancies can have significant implications for both the individual and the organization. From the employee's perspective, being placed in a role that differs substantially from what was initially discussed can lead to feelings of being misled or undervalued. This can impact their job satisfaction, motivation, and overall performance, ultimately affecting the company's bottom line. On the organizational side, there are broader implications for employee retention, morale, and reputation. Employees who feel deceived or unfulfilled in their roles are more likely to seek opportunities elsewhere, leading to increased turnover and the loss of valuable talent. Moreover, word of mouth travels quickly, and negative experiences during the hiring process can tarnish the company's reputation, making it harder to attract top-tier candidates in the future. In light of these considerations, it's imperative for companies to uphold transparency and integrity throughout the entire hiring process. This includes accurately representing job responsibilities, aligning expectations with reality, and being open to feedback and dialogue with candidates. By fostering a culture of honesty and respect, organizations can not only attract and retain top talent but also cultivate a positive and inclusive work environment where employees feel valued and empowered to contribute their best. #CorporateCulture #CompanyValues #CompanyPolicies #HiringProcess #EmployerBrand #WorkExperience #JobSearch #CareerInsights #InterviewExperience #ProfessionalDevelopment #HiringTransparency #Feedback #EmploymentIntegrity #JobExpectations #CandidateExperience #HRPractices #WorkplaceEthics #CompanyCulture #EmployeeRetention #politcs
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Experienced Business Operations and HR professional | Change Management | Service Improvement | HR advice & projects |
An exit interview without action is pointless
The Anti-Bullying Lawyer • TEDx Speaker • LinkedIn Top Voice • Writer • Advocate Leading the Charge for a Safer Future at Work •
Exit interviews in toxic workplaces are a sham. They mask the rot instead of fixing it. Think about it. Employees leaving are either too scared to tell the truth or too disillusioned to believe their feedback will matter. The worst part? These interviews are often done by the managers who created the toxic environment, so it's unlikely they'll act on negative feedback. Or worse, HR managers put a "positive spin" on everything to avoid upsetting management, as a recently departed employee told me. This results in employees leaving the company and trashing the company’s culture in the marketplace - something no amount of slick marketing or advertising can fix. Here’s how companies can make exit interviews actually work: 1. Bring in third-party facilitators to ensure anonymity and honest feedback without fear of retaliation. 2. Implement a formal process to review and act on this feedback. 3. Hold leaders accountable for ignoring exit feedback and make it a key metric of their performance. 4. Communicate steps 1 to 3 to the workforce to show a genuine commitment to improvement. Imagine a workplace where exit interviews lead to real change, where employees feel heard and valued, and toxic environments are dismantled. You wouldn't have that many employees leaving, would you? Do you agree? ♻ Repost this. Let's make the future of work safer. #workplacebullying #harassment #mentalhealth #wellbeing #culture #career #job
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mindshiftskills.org Ph.D. | Certified Cognitive Behavioral Therapist and Life Skills Coach
Courage to confront toxicity and discrimination! It takes immense courage to confront toxicity and the audacity to strive for change. Unfortunately, exit interviews provide leaders with the opportunity to receive honest feedback, yet they often fail to act on it. Despite being presented with clear evidence of existing toxicity, discrimination, and deceit, organizations often remain complacent, feigning ignorance while being fully aware of the issues. #standagainstdiscrimination #speakup #changeforbetter
The Anti-Bullying Lawyer • TEDx Speaker • LinkedIn Top Voice • Writer • Advocate Leading the Charge for a Safer Future at Work •
Exit interviews in toxic workplaces are a sham. They mask the rot instead of fixing it. Think about it. Employees leaving are either too scared to tell the truth or too disillusioned to believe their feedback will matter. The worst part? These interviews are often done by the managers who created the toxic environment, so it's unlikely they'll act on negative feedback. Or worse, HR managers put a "positive spin" on everything to avoid upsetting management, as a recently departed employee told me. This results in employees leaving the company and trashing the company’s culture in the marketplace - something no amount of slick marketing or advertising can fix. Here’s how companies can make exit interviews actually work: 1. Bring in third-party facilitators to ensure anonymity and honest feedback without fear of retaliation. 2. Implement a formal process to review and act on this feedback. 3. Hold leaders accountable for ignoring exit feedback and make it a key metric of their performance. 4. Communicate steps 1 to 3 to the workforce to show a genuine commitment to improvement. Imagine a workplace where exit interviews lead to real change, where employees feel heard and valued, and toxic environments are dismantled. You wouldn't have that many employees leaving, would you? Do you agree? ♻ Repost this. Let's make the future of work safer. #workplacebullying #harassment #mentalhealth #wellbeing #culture #career #job
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I can see both sides of this coin. Unfortunately more often than not when I take on a new job I almost always initially walk into a toxic swamp. The trick is being able to determine the level of toxicity so that you can formulate a matching battle plan to remediate it. In the first few weeks I like to conduct one on one interviews with each employee without the feedback of existing management. That way I can establish my own unbiased base line, and let each employee know that we are all starting fresh with a clean slate. After I get to better know the characters and concerns of the work force that I'm responsible for then at that time I will seek upper managements input. As long as you make it clear to all employees that their voice is important, and will help you to shape the companies working dynamics and actually mean it, there is almost always an immediate positive change. More often than not the problem will be one or two bitter employees that were never properly managed, and never had their grievances addressed. Which in turn means the fault will always fall upon the companies management for allowing a toxic workplace to exist at all. Hopefully the management is open to constructive criticism, and meaningful change. More often than not you have to knockdown a wall of ego mortared with hubris, and hiding behind that wall you will find a person that chose inaction rather than a solution. Once the problems are uncovered and addressed you should establish a solid line of communication with each employee and demonstrate that it's not just lip service. When everybody has a hand in the making their less likely to tear it down. Ultimately no matter how biased it may be I always insist on exit interviews. If you can't find the pearls of truth buried in the plethora of spite that you generally get from a burned out employee then you probably shouldn't be managing.
The Anti-Bullying Lawyer • TEDx Speaker • LinkedIn Top Voice • Writer • Advocate Leading the Charge for a Safer Future at Work •
Exit interviews in toxic workplaces are a sham. They mask the rot instead of fixing it. Think about it. Employees leaving are either too scared to tell the truth or too disillusioned to believe their feedback will matter. The worst part? These interviews are often done by the managers who created the toxic environment, so it's unlikely they'll act on negative feedback. Or worse, HR managers put a "positive spin" on everything to avoid upsetting management, as a recently departed employee told me. This results in employees leaving the company and trashing the company’s culture in the marketplace - something no amount of slick marketing or advertising can fix. Here’s how companies can make exit interviews actually work: 1. Bring in third-party facilitators to ensure anonymity and honest feedback without fear of retaliation. 2. Implement a formal process to review and act on this feedback. 3. Hold leaders accountable for ignoring exit feedback and make it a key metric of their performance. 4. Communicate steps 1 to 3 to the workforce to show a genuine commitment to improvement. Imagine a workplace where exit interviews lead to real change, where employees feel heard and valued, and toxic environments are dismantled. You wouldn't have that many employees leaving, would you? Do you agree? ♻ Repost this. Let's make the future of work safer. #workplacebullying #harassment #mentalhealth #wellbeing #culture #career #job
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I wholeheartedly agree. Any company can greatly benefit by committing to becoming better by fixing what isn't working or what is causing toxic workplaces. Management recommended that I consider doing an exit interview to help right some wrongs, but after requesting this a few times, I was still not granted one. I also agree that it should be done by a third party in order to remove any biases and hurt feelings. The third party should be experienced in such matters and be able to take the process where it needs to go.
The Anti-Bullying Lawyer • TEDx Speaker • LinkedIn Top Voice • Writer • Advocate Leading the Charge for a Safer Future at Work •
Exit interviews in toxic workplaces are a sham. They mask the rot instead of fixing it. Think about it. Employees leaving are either too scared to tell the truth or too disillusioned to believe their feedback will matter. The worst part? These interviews are often done by the managers who created the toxic environment, so it's unlikely they'll act on negative feedback. Or worse, HR managers put a "positive spin" on everything to avoid upsetting management, as a recently departed employee told me. This results in employees leaving the company and trashing the company’s culture in the marketplace - something no amount of slick marketing or advertising can fix. Here’s how companies can make exit interviews actually work: 1. Bring in third-party facilitators to ensure anonymity and honest feedback without fear of retaliation. 2. Implement a formal process to review and act on this feedback. 3. Hold leaders accountable for ignoring exit feedback and make it a key metric of their performance. 4. Communicate steps 1 to 3 to the workforce to show a genuine commitment to improvement. Imagine a workplace where exit interviews lead to real change, where employees feel heard and valued, and toxic environments are dismantled. You wouldn't have that many employees leaving, would you? Do you agree? ♻ Repost this. Let's make the future of work safer. #workplacebullying #harassment #mentalhealth #wellbeing #culture #career #job
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After five years in healthcare, I've seen a broken system where reporting issues often leads to backlash and indifference from management. Corruption and abusive practices go unchecked, harming both employees and patients, and contributing to staff shortages. Despite my dedication, the system didn't support my growth or allow for genuine patient care. It's time for leaders to address these issues, not penalize those who stand up for systemic reform. #Healthcare #Leadership #SystemicChange
The Anti-Bullying Lawyer • TEDx Speaker • LinkedIn Top Voice • Writer • Advocate Leading the Charge for a Safer Future at Work •
Exit interviews in toxic workplaces are a sham. They mask the rot instead of fixing it. Think about it. Employees leaving are either too scared to tell the truth or too disillusioned to believe their feedback will matter. The worst part? These interviews are often done by the managers who created the toxic environment, so it's unlikely they'll act on negative feedback. Or worse, HR managers put a "positive spin" on everything to avoid upsetting management, as a recently departed employee told me. This results in employees leaving the company and trashing the company’s culture in the marketplace - something no amount of slick marketing or advertising can fix. Here’s how companies can make exit interviews actually work: 1. Bring in third-party facilitators to ensure anonymity and honest feedback without fear of retaliation. 2. Implement a formal process to review and act on this feedback. 3. Hold leaders accountable for ignoring exit feedback and make it a key metric of their performance. 4. Communicate steps 1 to 3 to the workforce to show a genuine commitment to improvement. Imagine a workplace where exit interviews lead to real change, where employees feel heard and valued, and toxic environments are dismantled. You wouldn't have that many employees leaving, would you? Do you agree? ♻ Repost this. Let's make the future of work safer. #workplacebullying #harassment #mentalhealth #wellbeing #culture #career #job
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This is excellent and authoritative advice. More organisations should adopt this practice.
The Anti-Bullying Lawyer • TEDx Speaker • LinkedIn Top Voice • Writer • Advocate Leading the Charge for a Safer Future at Work •
Exit interviews in toxic workplaces are a sham. They mask the rot instead of fixing it. Think about it. Employees leaving are either too scared to tell the truth or too disillusioned to believe their feedback will matter. The worst part? These interviews are often done by the managers who created the toxic environment, so it's unlikely they'll act on negative feedback. Or worse, HR managers put a "positive spin" on everything to avoid upsetting management, as a recently departed employee told me. This results in employees leaving the company and trashing the company’s culture in the marketplace - something no amount of slick marketing or advertising can fix. Here’s how companies can make exit interviews actually work: 1. Bring in third-party facilitators to ensure anonymity and honest feedback without fear of retaliation. 2. Implement a formal process to review and act on this feedback. 3. Hold leaders accountable for ignoring exit feedback and make it a key metric of their performance. 4. Communicate steps 1 to 3 to the workforce to show a genuine commitment to improvement. Imagine a workplace where exit interviews lead to real change, where employees feel heard and valued, and toxic environments are dismantled. You wouldn't have that many employees leaving, would you? Do you agree? ♻ Repost this. Let's make the future of work safer. #workplacebullying #harassment #mentalhealth #wellbeing #culture #career #job
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#CorporatePractice is #ProperPractice Stop all 'kedai runcit' practices. Its 2024 not 1948.
The Anti-Bullying Lawyer • TEDx Speaker • LinkedIn Top Voice • Writer • Advocate Leading the Charge for a Safer Future at Work •
Exit interviews in toxic workplaces are a sham. They mask the rot instead of fixing it. Think about it. Employees leaving are either too scared to tell the truth or too disillusioned to believe their feedback will matter. The worst part? These interviews are often done by the managers who created the toxic environment, so it's unlikely they'll act on negative feedback. Or worse, HR managers put a "positive spin" on everything to avoid upsetting management, as a recently departed employee told me. This results in employees leaving the company and trashing the company’s culture in the marketplace - something no amount of slick marketing or advertising can fix. Here’s how companies can make exit interviews actually work: 1. Bring in third-party facilitators to ensure anonymity and honest feedback without fear of retaliation. 2. Implement a formal process to review and act on this feedback. 3. Hold leaders accountable for ignoring exit feedback and make it a key metric of their performance. 4. Communicate steps 1 to 3 to the workforce to show a genuine commitment to improvement. Imagine a workplace where exit interviews lead to real change, where employees feel heard and valued, and toxic environments are dismantled. You wouldn't have that many employees leaving, would you? Do you agree? ♻ Repost this. Let's make the future of work safer. #workplacebullying #harassment #mentalhealth #wellbeing #culture #career #job
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