1. Separation Meetings: Communicating Effectively and Intently – with Empathy
Good Afternoon!
…and Welcome to this month’s EANE Webinar: Conducting an Effective Separation Meeting

2. Introductions & Discussions
Think About Your Previous Experience with Separations?
What worked well?
What could have been improved?
So reflect on this a moment and think…
Think about your previous….
Be brutally honest with yourself – what should have been done differently?
Do you need more practice or role-playing with a colleague? A different space this time without a window in the office? Did you feel unsafe?
It’s very important that you work to prepare for this, and to set the stage for this – which by the way, terminating an employee, is one of the most difficult tasks you’ll have as an HR leader. It is so important you spend time preparing and also preparing your colleagues for this as well.
Introductions

3. A Well Planned Meeting Limits stress for the separated employee
Reduces potential for conflict during meeting
Minimizes issues for company and remaining employees going forward
Treats impacted employee with dignity and respect
Demonstrates company values to remaining workforce.
The time you invest in planning that meeting will be well worth it.
(Read each Point)
There is another point I’d like to add and it is that your wel planned meeetign where you are treatin ghte employee with dignity and repoect, you are the one that will sleep betterknowign you trat then well and did everything you coud to make the exericence the best it could be
The Separation Meeting

4. Objectives of the Meeting
To communicate the message
To state facts clearly and be sensitive to the responses
To present the decision as final and irrevocable
To be sensitive and compassionate
To encourage the employee to take positive actions and next steps
The Separation Meeting

5. Separation Meeting - 6 Steps
Put the Employee at Ease – Body language and seating
Step 2
Set the Stage – Respectful tone, privacy, and dignity
Role of the Notifier

6. Separation Meeting - 6 Steps
Announce the Separation - Recognize emotions, Focus on the business case
Step 4
Do not discuss the severance package – HR partner will review this information
Stick to the Script!
Role of the Notifier

7. Separation Meeting – 6 Steps
Listen and Support - Stay focused, express gratitude for their contributions.
Step 6
Sample Dialogue: “I appreciate your feelings and your contributions. I assure you this decision was not made lightly.”
Transition – Turn meeting over to HR
Role of the Notifier

8. Managing Emotions
Recognize that the employee is entering into a period of rapid change and needs time to process.
Respond to emotions appropriately:
Acknowledge feelings and reaction.
Stay calm and professional.
Resist the urge to justify decisions.
Allow time to compose (offer tissues if necessary).
Offer thanks for contributions to the organization.
Offer support and recommend focus on immediate next steps.
Managing Emotions

9. Managing Emotions
The Kübler-Ross Change Curve
Managing Emotions

10. Managing Emotions Emotion Helping Strategies Managing Emotions
Shock
Encourage reasonable expression of feelings
Disbelief/Denial
Confirm/reiterate message
Anger
Let the employee vent…try to determine if anger could pose any threat to the employee or others
Bargaining
Re-state decision is final and irrevocable/encourage moving forward
Depression
Emphasize skills/talents are transferable, recommend positive next steps with career coach.
Acceptance
Reinforce positive steps forward/focus on strengths and skills
Relief Actions
Support positive thinking and actions
Managing Emotions

11. Managing Emotions Responding to Extreme Reactions Extreme Anger
Calmly recognize anger
Get help if necessary
Restate finality of separation
Strong Emotion
Acknowledge feelings, remain calm
Focus on future
Allow time to compose
Manipulation
Stick to the facts and remain calm
Restate finality of decision
Responding to Extreme Reactions
Managing Emotions

12. Communicate to Employees
Timing – as soon as possible after final notification meeting. Town Hall or team meetings
Transparency as appropriate
Emphasize importance of each individual employee to mission
Visibility…open door policy with management – encourage conversation
What to expect from employees: mad, glad, sad, scared
Managing Emotions

13. Communicate to Employees
Objectives:
Explain situation – What/why/what now
Who was affected
No more planned separations
Go forward plan
How to interact with separated employees who are still working - normalize
Immediate next steps
Begin to re-engage teams/workgroups
Visible leadership
Anticipate questions from remaining employees
Managing Emotions

14. Communicate to Employees
Following weeks:
Keep leadership and management aligned and on message
Acknowledge changes
Communicate the mission/vision with regard to change
Emphasize importance of the team effort to achieve vision
Clarity of business objectives
Focus
Managing Emotions

15. Sample Checklists Request an electronic copy from Linda Olbrys:
Managing Emotions