Rene wrote one of his first articles Schmol, born 1982, at the age of 16 for the daily newspaper Freies Wort. It was an interview with Hape Kerkeling. This success motivated him to keep going. After seven years in local journalism and training as a publishing house clerk, he completed a traineeship at the Handelsblatt publishing group. Since 2007 Rene Schmol working for IDG in different positions. Currently as Chief of Service Online for the portal cio.
You should tell the boss about the dismissal in a personal conversation.
Photo: Monkey Business Images – shutterstock.com
If you’ve just gotten angry at your job, your colleagues or your boss, you’re bound to imagine a dramatic quitting scene from time to time. Then throw all the impossibilities of the job at the boss and finally scream "I quit!" What you may like in your mind may be an unwise move in reality.
If you plan to leave in this way, you may even lose future job opportunities. Because you will never be able to give your old employer as a reference again if you have parted on bad terms.
Besides, you always meet again in life. You may well find yourself working with the former boss or former colleagues again in a few years’ time. In order for you to say goodbye to your old job in a good way, it depends on the right behavior in four points: The conversation with the supervisor, the timing of their resignation, the resignation letter and the last impression must be right. Our American sister publication CIO.com shows how to do it.
How to tell the boss
Telling your boss you’ve been fired can be unpleasant. After all, such a change is usually associated with a lot of work for the supervisor and rarely causes joy. Again and again there are also superiors who take such a dismissal personally.
Rethink your flexibility. Longer commute or lower salary can still be purposeful.
If the notice has already been given, keep calm.
React to the signs of the market as early as possible. Take the rumor mill seriously. Act yourself.
Do not rely on supposed securities. Some people are out on the street sooner than they think.
Don’t hang your frustration on the big bell – neither before nor after a dismissal.
Do not inform colleagues or even the supervisor too early, because from then on you are cut off from all important information.
Post your profile on the relevant online portals. Do it early. The first successes become apparent after four to six months at the earliest.
Get in touch with selected recruiters in your industry. Signal your interest in new challenges in all relevant networks, but do not become too clear before the resignation is actually pronounced.
If it is not yet foreseeable whether and when you will change, use the time already to first make your mark in your own company. Get involved in projects that are relevant to the future, suggest sensible ways to save money. Make sure that your commitment is also publicized externally. Networks and working groups offer good opportunities for this.
. is still very important. Revise and complete your application documents.
That was once. Take care of your self-marketing. Work out your own strengths profile. Especially in a crisis, it’s all about efficiency. In the interview, you need to be able to succinctly state what your strengths are. Career advisors offer support.
Get an interim reference.
If you are leaving yourself, prepare the separation carefully. Be aware of deadlines.
Use all application channels: print, online, in person.
Deal with the psychology of the interview, and not just in the first round.
For potential job offers: Remain critical of yourself and your skills – but also of the company looking for you.
Once the decision to change has been made, also use your departure to raise your profile.
Then, when you actually leave: Leave behind a tilled field.
Act prudently at the new company. Learn, listen well.
Take your own feelings seriously – even if they are negative. When in doubt: start over!
No matter how uncomfortable you feel, your boss should hear the news from you personally. If there is no way to meet the supervisor in person, call him or her. Steven Miranda, the human resources director of the Society for Human Resource Management, recommends the following text for the personal interview: "I have enjoyed my time here at xy very much. I was able to learn a lot and developed many new skills.
All of this has been an incredible experience for me. Now I have been offered a great position where I can further develop my skills and I have decided to take advantage of this opportunity. Now I would like to talk to you about how we can best manage my transition."
Beware of an offer to stay
If you can’t say anything at all positive about your job, you might talk about challenges you were able to overcome as a result of that position, for example. Your supervisor may ask why you’re transferring. A good response is: "My decision has nothing to do with your management skills or the work environment. The new job fits my skills/career goals even better." All about career on CIO.en
If you are telling an employee that you are being laid off, make sure that it is a discussion between equals. Andrea Schottelius gives six tips on how to conduct an interview.
Make sure that none of your colleagues find out about the termination before you talk to the employee.
Prepare for the interview: What factors make termination inevitable? How to respond to possible objections?
Be honest: don’t sugarcoat the situation, but give your employee constructive feedback.
In any case, keep in mind that a dismissal is not just about a specialist or manager in a particular department, but about a person with all his or her social and societal connections. This is especially important if you haven’t always appreciated the employee.
Give him enough time for his reactions such as anger or tears: if necessary, offer another conversation in a few days when the employee has collected himself again.
Always be open to further questions from the terminated employee over the next few days as well.
If the boss then makes you an offer to stay, experts advise caution. Because even if you then work under much better conditions than before, your boss often no longer has confidence that you really want to continue in your job after your willingness to change. If your boss just wants to ask you about the new job and you don’t want to do that, just say, "I’ll be happy to tell you more about the new position when I get there."
Especially in management positions, it happens again and again that the boss tells them after such an interview that they should vacate their workplace immediately or that you are no longer allowed to work at all. Especially if you have access to sensitive company information or move to a competitor, this can happen to them. So be prepared and delete all personal information from your computer before you talk to your boss.
When to give notice?
It all depends on how high up they are in the company hierarchy. As a rule, the higher you are, the earlier you should give notice. You should also consider your obligations. Therefore, before giving notice, consider how long it will take you to complete tasks. Make a list of projects and responsibilities and bring this into the conversation with your boss.
If employees have to be dismissed, this should be done as painlessly as possible. Frank Adensam tells you how to proceed in this process.
This requires careful preparation. The best way for companies to do this is to write a script for the termination and separation process as soon as it is clear that employees will have to be let go.
As a rule, the immediate supervisor should inform the employees concerned of their termination – even if it is sent by the HR department. He must prepare himself for this conversation. Among other things, by asking yourself in advance: Do I only tell the employee about the termination in the conversation and do I sit down with him again afterwards to agree on how the separation will be structured??
Managers often want to get the termination meeting over with as quickly as possible. The consequence: You will upset the employee by abruptly sending him the message "You are fired" to hurl at him. Sometimes, however, they are reluctant to say what the unpleasant message is and beat around the bush. Both are inappropriate.
Employees react differently to this news – some shocked, some calm, some angry. Allow your employee to show emotion. Express understanding. And give him enough time to regain his composure. If he or she is unable to do this, you should postpone the discussion of the separation arrangements – for example, by suggesting: "Mr./Mrs. Muller, surely you must first digest the shock. What would you say if we sat down again the day after tomorrow and talked about it? . "
One accusation that managers are often confronted with when they give notice is: "But a month ago, you were still planning to work with me . " Or: "At the Christmas party, you said that our jobs were safe." Then you should stand by your words and actions. Regret your mistake. Say that you had a different view of the situation at the time, but that it has changed in the meantime due to factors A, B, C.
Regardless of this, the employees to be terminated will always ask: Why me of all people?? Give the employee an explanation that is understandable in terms of content. Under no circumstances, however, should you get involved in a discussion about selection criteria. Because if you discuss the reasons for the dismissal, you discuss the dismissal itself.
If a company with more than 20 employees dismisses a large number of employees for operational reasons, then their selection must usually be made in accordance with legal requirements based on criteria such as age, marital status and length of service with the company. Even then, giving reasons is comparatively easy, because the selection is based on objective criteria. Therefore, the employee can accept such a selection more easily than a person-related one.
Once the notice is given and justified, it’s a matter of arranging the time between the notice and leaving the company. You can make a separate appointment for this. In the separation discussion itself, you should show your employee a way to shape the separation process. In addition, you should offer him help in finding a new job.
Often, a paid leave of absence until the retirement date is the most sensible solution for both parties. For the terminated, this has the advantage of allowing them to fully focus on developing a new perspective.
How to write a notice
Experts agree that you should give your notice in person before you hand in your official letter. Therefore, either prepare it before the interview with their boss or write it directly afterwards. For example like this: "This letter confirms once again our conversation today. I will terminate my employment at xy. I am grateful for the time I was able to spend at xy. I will always treasure the experience I gained with you." Even if you hated your job, these feelings have no place in the resignation letter.
Leaving with dignity
"Thank God it’s finally gone!" If none of your ex-colleagues say that about you, you’ve done everything right.
Photo: ETAJOE – shutterstock.com
By the time you leave, behave in a way that makes your employer wish you weren’t leaving at all. Help your supervisor, colleagues as much as you can with your transition, learn others and document your work steps. Don’t gush about your new job, don’t gossip about the old employer, and don’t promise colleagues to catch up with you at the new company.
Your demeanor should signal that even though you’re leaving soon, the old workplace is still a great place to work. As a farewell, send a nice "thank you for the shared experiences" to your colleagues-Mail and leave their workplace neat and tidy. Here’s how to leave with dignity and respect.