Setting the Termination Meeting
Remember to loop in HR before the termination meeting, keep the meeting short and restrict time for yourself after the meeting.
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First of all, termination always needs to be done in person. If the message of a performance review sent through email is bad, a termination through email is a thousand times worse. This needs to be done face-to-face (or face-to-camera-to-face, if you’re not able to get together in person), and usually with your HR rep present. You may imagine you don’t need the hand-holding, but thinking this underscores how important it is to have the HR rep present—they’re there to act as a second witness to the exchange, and in many cases to answer questions about things you won’t know the answers to, like post-employment benefits, severance, equipment returns, and ...