According to management experts, the two public lessons in how not to let someone go have one glaring similarity: a failure of communication
But this malaise can be mitigated if leaders embrace what Dr. Robinson calls procedural justice, an approach that rests on transparency and fairness. Companies should clearly explain why and how they made their decisions, acknowledge the harm the layoffs will cause in a genuine fashion and give remaining employees a chance to voice their thoughts.
“If you’re ever not comfortable telling employees how you made a decision, or why you made a decision, maybe you’re making it badly,” she said. She felt the “crying CEO” – a moniker that will likely follow Mr. Wallake around for the rest of his life – missed the mark by putting the spotlight on himself. The focus must remain on the departing employees and how they can be supported, she said. Respect and dignity are paramount.
Dr. Appelbaum, however, didn’t think showing emotion was professional in such a situation. Dr. Robinson disagreed.
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