The Importance of Transparency in Employee Terminations

Employees should never be blindsided by a termination. If an employee is blindsided by a termination, it’s on the manager. Let’s put them on a PIP. If an employee has no clue about a legitimate termination, the manager has failed them and failed at their job. The employee deserves... ✅ transparency when it comes to their employment ✅ to know where they stand and how they are viewed ✅ to know when they are doing well ✅ to be praised and rewarded ✅ to know when they are not meeting the standard and how to improve It should not be in the form of a PIP. It should not come with the threat of termination. That only causes more stress and less performance. It should be regular and ongoing feedback and coaching. With proper communication and coaching there should never be a need for a PIP. If there is regular coaching and support and the employee is not cutting it then plan a departure, not more coaching that did not work in the first place. Not every employee is a good fit in an organization. Delaying the inevitable is not good for either party. Usually what happens is employees are left to sink or swim and when they sink it is all on them. If an employee received proper training, coaching, feedback and support they would never be blindsided by a termination. They would know it is coming. A termination should never come as a surprise. Don’t terminate them abruptly. Spend the time you would be wasting on a PIP to help them transition out of the company and find a new job. Sadly, not only are almost all employees who are let go are blindsided, many are terminated after recently being rewarded and publicly praised. After strong performance reviews, hitting quota, or caring enough to suggest a better way of doing things. There is no rhythm or reason. In some ways it seems random, but it’s not. Frankly it's sad how often it happens. Leaders and managers must do better. Stop taking the easy way out and deflecting responsibility and accountability solely on to your employees.

You burn a lot of capital when you take the, "If you knew what I know, you'd think what I think," stance. Expecting blind, unwavering trust from your team is both unrealistic (if you have a good team, they'll demand more) and it makes you lazy. Instead, I actively lean into transparency and only when there are really extenuating circumstances do I resort to a "trust me" stance. For example, when I'm recruiting for Ethena, the best candidates want to understand our financials. There are a bunch of seemingly good reasons to be cagey about numbers, especially with someone who hasn't yet joined. And yet, when we have a candidate that I'm on a mission to recruit, and they want to know how we're doing, I screen share our financials. I don't have a separate document that's like, "Special financials for candidates." I'm transparent because what I have to gain (a great team member who will join from a place of trust and confidence) is much greater than what I stand to lose. And while I'm sure at some point this will bite me, I still think on balance, it's the right move. This comes up with terminations too. Great people want to understand why decisions are made. They want to know that your company isn't just arbitrarily letting people go. And while there are many valid reasons to avoid discussing the circumstances of a termination, you also introduce a void into which rumors flood. There's nuance, for sure, and transparent cultures aren't for everyone, but IMO, transparent processes produce better decisions. But the biggest benefit I get from transparency is that it keeps me from getting intellectually lazy. When I'm forced to walk through my logic, I quickly see how sound it is. Transparency is like that friend who isn't very nice but in her honesty, keeps you from doing dumb things (like getting bangs).

I got fired—not once, not twice, but three different times. Each time, I felt rejected, deflated, and consumed with self-doubt. What did I do wrong? When I was let go, the explanation was vague—a generic speech with no clear examples or specific feedback. There were no conversations beforehand or warnings that I recall. I was a hard worker, I took pride in my roles, but I must have made mistakes significant enough to warrant termination… or so I told myself. I filled in the blanks with assumptions about my shortcomings because I lacked closure and clarity. Even now, it’s difficult to share, but I bring it up because it’s a conversation that needs to happen to spark change. Here’s what I propose: a transparent, three-strike warning system. 1️⃣ Verbal Warning – Clearly communicate the issue and document the discussion. 2️⃣ Written Warning – Outline the problem, expectations for improvement, and have it signed by both parties. 3️⃣ Final Warning – If the issue persists, the employee fully understands why the decision to part ways is being made. This approach not only ensures fairness and legal compliance it also gives employees the opportunity to reflect, adjust, and grow. It’s a chance to learn, improve, and succeed—not just for their role but for their career. What about you? Have you ever made a mistake at work that was handled well (or poorly)? Have you been let go without clear feedback? Let’s open the dialogue—because change starts here. #change #hr #performancemanagement #failforward #rejection #termination #employeeexperience #growth Photograph by: Ali (Tso) Longo

Every termination is a masterclass in emotional intelligence. Termination is a complex process. Over the years, I've picked up a few lessons to help navigate these challenges: ➡️ 𝗧𝗿𝗮𝗻𝘀𝗽𝗮𝗿𝗲𝗻𝗰𝘆 𝗶𝘀 𝗞𝗲𝘆 ⤷ Most employees know why they're being terminated, deep down. ⤷ Clear communication keeps the process straightforward and respects both sides. ➡️ 𝗖𝗵𝗼𝗼𝘀𝗲 𝗬𝗼𝘂𝗿 𝗪𝗼𝗿𝗱𝘀 𝗖𝗮𝗿𝗲𝗳𝘂𝗹𝗹𝘆 ⤷ The language used during a termination meeting is crucial. ⤷ Saying, "The decision has been made to separate you from the company," shows the decision is final, avoiding phrases like "We've talked about this over and over," which imply further discussion. ➡️ 𝗢𝘂𝘁𝗹𝗶𝗻𝗲 𝘁𝗵𝗲 𝗡𝗲𝘅𝘁 𝗦𝘁𝗲𝗽𝘀 𝗖𝗹𝗲𝗮𝗿𝗹𝘆 ⤷ Detail what terminated employees can expect next. ⤷ Include final paycheck details, PTO payouts, and benefits information. ⤷ This helps keep the situation calm. ⤷ The more they understand what to expect, the less room there is for panic and arguing ➡️ 𝗞𝗶𝗻𝗱𝗻𝗲𝘀𝘀 𝗮𝗻𝗱 𝗣𝗿𝗼𝗳𝗲𝘀𝘀𝗶𝗼𝗻𝗮𝗹𝗶𝘀𝗺 𝗔𝗹𝘄𝗮𝘆𝘀 ⤷ Approach termination talks with kindness and professionalism. ⤷ This can dramatically affect the outcome. ⤷ It often determines if an employee feels respected or seeks legal counsel. Terminating an employee is never easy. Handling it with clarity, preparation, and compassion can make a big difference. How have you managed such conversations in your HR career? Hope this helps! Repost for others, please. ♻️ Need help with a project?  Set up a call 📞 #Adamshr #Hrprofessionals #humanresources #HR Stephanie Adams, SPHR