{"id":24225,"date":"2022-01-04T10:30:54","date_gmt":"2022-01-04T13:30:54","guid":{"rendered":"https:\/\/b2midia.com.br\/?p=24225"},"modified":"2022-01-04T10:30:54","modified_gmt":"2022-01-04T13:30:54","slug":"demissao-humanizada","status":"publish","type":"post","link":"https:\/\/b2midia.com.br\/en\/demissao-humanizada\/","title":{"rendered":"Humanized dismissal: reduce the impacts of dismissal"},"content":{"rendered":"

5 tips to make this process more humanized.<\/b><\/h2>\n

Ending a cycle is not easy, in addition to losing your job, you also lose a routine of friendship, dreams and future plans. However, with a humane dismissal it is possible to reduce the\u00a0shutdown stress<\/strong>, making it\u00a0more human<\/strong>\u00a0and less traumatic.<\/p>\n

Humanized dismissal is a set of attitudes and actions to break a contract with\u00a0social responsability<\/strong>\u00a0It is\u00a0emotional<\/strong>, making the situation more dignified for the professional. As this moment is very delicate between employee and employer, demonstrate\u00a0empathy<\/strong>\u00a0is fundamental and this\u00a0Humanization<\/a>\u00a0is a way of\u00a0respect<\/strong>\u00a0It is\u00a0consideration<\/strong>\u00a0the employee\u2019s trajectory.<\/p>\n

How to carry out a humane dismissal?<\/span><\/strong><\/h2>\n

1.<\/b> \u00a0 \u00a0 <\/span>Make the announcement in person<\/b><\/span><\/h3>\n

Prepare a confidential meeting with the manager and the HR area and have all the documentation on hand to hand over to the employee who will be terminated. Then, gather the necessary information and be ready to clarify any doubts.<\/p>\n

Furthermore, be transparent and avoid making the content of the meeting a mystery, creating stress and anxiety: ideally, it should be held at the beginning of the week, early in the day.<\/p>\n

 <\/p>\n

2.<\/b> \u00a0 \u00a0 <\/span>Communicate the team<\/b><\/span><\/h3>\n

To avoid speculation and noise in communication, announce the dismissal objectively, respecting and not unnecessarily exposing the employee. Use your\u00a0internal communication channels<\/a>, if necessary, to inform about the employee's departure and what the demands will be like after this change in the team.<\/p>\n

However, don't be indifferent. Highlight the importance of your contribution to the team, showing gratitude. After all, this is a way to highlight the company's values and demonstrate to internal and external audiences that the organization values its human capital.<\/p>\n

 <\/p>\n

3.<\/b> \u00a0 \u00a0 <\/span>Thank you for the partnership<\/b><\/span><\/h3>\n

Keep in mind that shutdown time is not a time to\u00a0give feedback<\/a>. Whether they are positive or negative, this can confuse and frustrate the employee even more.<\/p>\n

Therefore, be\u00a0Of course<\/strong>\u00a0As for the reasons that led to the dismissal, thank them for their commitment to the company and, with empathy, try to raise their self-esteem and make yourself available to help them with whatever they need.<\/p>\n

 <\/p>\n

4.<\/b> \u00a0 \u00a0 <\/span>Offer support<\/b><\/span><\/h3>\n

If possible, don't just limit yourself to words, the organization's support at this time is extremely important to reduce the negative impacts on the former employee's life.<\/p>\n

Therefore, some companies choose to maintain health plans, life insurance, food assistance and even offer psychological support for a period. This attitude says a lot about the company's values, as maintaining basic services is a clear way of not abandoning the employee in such a difficult time.<\/p>\n

 <\/p>\n

5.<\/b> \u00a0 \u00a0 <\/span>Help you re-establish yourself in the market<\/b><\/span><\/h3>\n

Finally, to end the cycle in a healthy way, offer a letter of recommendation, maintain your registration in a database and make recommendations to other organizations.<\/p>\n

Even more, adopt Outplacement, which consists of carrying out guidance actions to help the dismissed employee to quickly relocate. This way, the company maintains a good relationship and reduces the problems that a dismissal can cause.<\/p>\n

This is a very noble attitude, after all we know that Brazil is going through a period of high unemployment, where according to IBGE:<\/p>\n

\"\"<\/p>\n

\"\"<\/p>\n

 <\/p>\n

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Making dismissal more humane is beneficial for everyone!<\/b><\/span><\/h2>\n

In short, humanizing the shutdown process means not neglecting the\u00a0emotional charge<\/strong>\u00a0generated by this situation. Being fired is a difficult moment for the employee, uncomfortable for those who deliver the news and causes strangeness for other professionals who will continue their routine. In other words, it is a moment of pure tension for the entire company.<\/p>\n

Therefore, adopting strategies to reduce this impact ends up being\u00a0beneficial<\/strong>\u00a0for everyone, while:<\/p>\n

    \n
  • Keeps a\u00a0good weather<\/strong>\u00a0organizational;<\/span><\/li>\n
  • Reduces the risks of labor processes;<\/span><\/li>\n
  • Prevents employees from feeling abandoned;<\/span><\/li>\n
  • Guarantees a\u00a0good image<\/strong>\u00a0of the company to the entire public;<\/span><\/li>\n
  • Increases the feeling of\u00a0trust<\/strong>\u00a0of the team by the company.<\/span><\/li>\n<\/ul>\n

    So, we hope you understand and reflect on whether the moment of disconnection is aligned with the\u00a0organizational culture<\/strong>\u00a0of your company, and take advantage of our tips to deal with this moment correctly, to take advantage of its benefits as an organization.<\/p>","protected":false},"excerpt":{"rendered":"

    5 dicas para tornar esse processo mais humanizado. Encerrar um ciclo n\u00e3o \u00e9 nada f\u00e1cil, al\u00e9m da perda do emprego, se perde tamb\u00e9m uma rotina de\u00a0amizade,\u00a0sonhos\u00a0e\u00a0planos\u00a0futuros. Por\u00e9m, com uma demiss\u00e3o humanizada \u00e9 poss\u00edvel diminuir o\u00a0estresse\u00a0do desligamento, tornando-o\u00a0mais humano\u00a0e menos traum\u00e1tico. A demiss\u00e3o humanizada \u00e9 um conjunto de atitudes e a\u00e7\u00f5es para realizar a quebra de […]<\/p>\n","protected":false},"author":1,"featured_media":24230,"comment_status":"closed","ping_status":"closed","sticky":false,"template":"","format":"standard","meta":{"_acf_changed":false,"footnotes":""},"categories":[35,305,36],"tags":[],"class_list":["post-24225","post","type-post","status-publish","format-standard","has-post-thumbnail","hentry","category-corporativo","category-lideranca","category-rh"],"acf":[],"_links":{"self":[{"href":"https:\/\/b2midia.com.br\/en\/wp-json\/wp\/v2\/posts\/24225","targetHints":{"allow":["GET"]}}],"collection":[{"href":"https:\/\/b2midia.com.br\/en\/wp-json\/wp\/v2\/posts"}],"about":[{"href":"https:\/\/b2midia.com.br\/en\/wp-json\/wp\/v2\/types\/post"}],"author":[{"embeddable":true,"href":"https:\/\/b2midia.com.br\/en\/wp-json\/wp\/v2\/users\/1"}],"replies":[{"embeddable":true,"href":"https:\/\/b2midia.com.br\/en\/wp-json\/wp\/v2\/comments?post=24225"}],"version-history":[{"count":0,"href":"https:\/\/b2midia.com.br\/en\/wp-json\/wp\/v2\/posts\/24225\/revisions"}],"wp:featuredmedia":[{"embeddable":true,"href":"https:\/\/b2midia.com.br\/en\/wp-json\/wp\/v2\/media\/24230"}],"wp:attachment":[{"href":"https:\/\/b2midia.com.br\/en\/wp-json\/wp\/v2\/media?parent=24225"}],"wp:term":[{"taxonomy":"category","embeddable":true,"href":"https:\/\/b2midia.com.br\/en\/wp-json\/wp\/v2\/categories?post=24225"},{"taxonomy":"post_tag","embeddable":true,"href":"https:\/\/b2midia.com.br\/en\/wp-json\/wp\/v2\/tags?post=24225"}],"curies":[{"name":"wp","href":"https:\/\/api.w.org\/{rel}","templated":true}]}}