Good advice on how to manage tough conversations such as laying off an employee. In particular, I endorse the idea of both being direct and human during this process.\r\n\r\nI want to complement the author’s suggestions with a good practice I learned in my early days as a people manager: Set up a 90-day probation plan with the employee. Let them know that:\r\n
- Their performance is below expectations,
- You agree with them on the specific performance indicators needed to remain on this job, and
- You will discuss their progress every 30 days.
\r\nI have to admit I didn’t always follow this good practice, which led to some difficult discussions.\r\n\r\nAny good (or not so good) experiences you would like to share?\r\n\r\nhttps://hbr.org/2019/01/4-things-to-do-before-a-tough-conversation