For you, it’s just another day at work. For them, it’s a life-altering moment.
As a recruiter, I’ve seen the emotional scars linger long after the exit. It doesn’t end when they leave the office—it stays with them, shaping their confidence and future. 💔
How you handle an employee’s departure isn’t about you. It’s about their livelihood, dignity, and next steps.
Here’s what **NOT** to do (and how to handle it better):
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**1/ Do It Over Zoom**
↳ Delivering the news through a screen? That’s heartless.
↳ **Do this instead:** Meet in person. Show respect and humanity.
**2/ Keep Them Guessing**
↳ Leaving them clueless about their performance or future? That’s cruel.
↳ **Do this instead:** Be transparent and direct. Honesty builds trust, even in tough moments.
**3/ Hide Behind HR**
↳ Letting HR deliver the message? That’s a leadership failure.
↳ **Do this instead:** Step up as a leader. Take responsibility for the decision.
**4/ Blindside Them**
↳ If they had no warning, you’ve failed as a manager.
↳ **Do this instead:** Provide clear feedback and a chance to improve before it gets to this point.
**5/ Forget It’s Traumatic**
↳ For you, it’s business as usual. For them, it’s a seismic shift.
↳ **Do this instead:** Show empathy. Acknowledge the impact this has on their life.
**6/ Make It Robotic**
↳ Reading from a script? That’s dehumanizing. 👎
↳ **Do this instead:** Speak from the heart. Say a genuine “thank you” for their contributions.
**7/ Cut Them Loose With No Support**
↳ No guidance, no help, no resources? That’s a major misstep.
↳ **Do this instead:** Offer a reference, severance, or assistance with their job search. Help them land on their feet.
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**🚨 Final Thought:**
Exiting an employee with dignity isn’t just good leadership—it’s a **moral obligation**.
If you can’t handle this with compassion and respect, you have no business leading others.
Do better. Be better. 💡