In August 2006, consumer electronics retailer RadioShack announced it would cut up to 450 jobs, mostly at its headquarters. While the jobs cuts were newsworthy, it was how the company notified employees that made headlines.
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Approximately 400 employees received an email, telling them they were fired. The email, according to Associated Press reports at the time, read: “The work force reduction notification is currently in progress. Unfortunately your position is one that has been eliminated.”
Relying on Email
The email was sent to affected employees on a Tuesday morning. The reaction by the media, HR professionals, and workers across America was immediate—as was the damage to RadioShack’s reputation.
Why did RadioShack opt for this method of notification? At the time, experts speculated that the desire to save money and avoid unpleasantness were likely among the reasons. Expediency was probably a factor as well. Why not get it over with, right? No matter the reasons, the approach proved to be wrong, so wrong.
Nevertheless, while RadioShack suffered as a result of its misguided action, the incident did have a positive impact on the HR world and companies everywhere. How not to fire an employee became a topic of discussion, and at the top of the list was/is never fire by email.
Relying on Social Media
In 2006, social media was just beginning to be used as a tool for business. Then, few business leaders could foresee the opportunities, and the potential pitfalls, it would create. Today, social media has become a vehicle for business communication, similar to email. And, like email, it is best reserved for certain types of communication.
President Trump relies heavily Twitter for business communication. Recently, he fired Secretary of State Rex Tillerson on Twitter. As with the RadioShack incident, reaction to the method of notification has been swift.
Making a Connection
Some of the issues raised in 2006 have been mentioned, including attention to the needs of the person or people being fired. Losing a job is among one of the most stressful life experiences, on the list with death of a close family member and divorce. Therefore, sensitivity when firing an employee and respect for that person’s dignity should be paramount.
The argument for high touch vs. high tech has been raised as well. There are times when it isn’t only about the message, but how it’s delivered. A “you’re fired” message is one of those times.
When firing an employee, a conversation, ideally face to face, is a best practice. For remote employees, a telephone conversation may have to suffice.
Far-Reaching Implications
Notifying someone that he or she is being let go, and handling the dismissal properly, should be the primary consideration. However, an organization also should consider how its actions will affect its employer brand.
Firing someone via email or social media doesn’t send the right message, to the dismissed staff member(s) or potential job candidates.
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Paula Santonocito, Contributing Editor for Recruiting Daily Advisor, is a business journalist specializing in employment issues. She is the author of more than 1,000 articles on a wide range of human resource and career topics, with an emphasis on recruiting and hiring. Her articles have been featured in many global and domestic publications and information outlets, referenced in academic and legal publications as well as books, and translated into several languages. |