It is never a good idea to try to communicate something delicate through electronic submissions. Too many connotations can be taken incorrectly, or misconstrued, or alluded to for such a conversation to take place in an electronic manner.
For example: firing via voice mail, texting in sick, firing in an email, or quitting in an email.
Too many contextual things can be mistaken in these types of communications. Think of the times a text message or voice mail has gotten you into hot water with your significant other – and the work relationship is even more volatile than your personal one.
It is best, no matter how uncomfortable, to try to do these types of things face to face. Even HAPPY work-related news is better presented in person – raises and promotions should even be given in a true meeting, not via electronic communications.
While technology is a wonderful thing, it has caused us to lose a bit of the ability to handle delicate situations in an appropriate manner. When dealing with a subordinate, remember they are people, they want the same things we all want, and when you have to deliver bad news, it’s better to do it in person.
When the time to communicate bad news has fallen into your lap – remember just a few simple rules:
1) Don’t procrastinate – once you’ve made the decision, make time to have the communication with the individual as soon as possible. Once you’re meeting with them, don’t make pleasantries, get to the point. The more you stall the more uncomfortable it makes everyone.
2) Sit down – if you’re standing when delivering the information, it puts you in a more powerful/less sensitive light, giving the impression that you aren’t compassionate. Whether this is a positive step for you and your company or not, you don’t want to come across as uncaring, if nothing else, it can lead to a BAD public image.
3) Use tangible reasoning – try to stay away from “we feel” or “we think.” If you can go into the discussion with hard evidence, “your productivity steadily dropped more than 5%…,” or “your tardiness has accumulated into 17 hours…,” then the situation becomes a teaching moment rather than just a “we’re sorry we have to let you go.” The best possible outcome is to teach the now former employee something.
