Alternatives to Termination

Provided by HRNext.com

It is important to do some careful thinking about how the situation that will lead to termination developed. If you decide that the employee is not at fault, you may want to reconsider your action. Even if it is too late to do something for this employee, it is not too late to learn from the situation so that you can avoid it the next time. Here are some questions for you to ask yourself.

• Is a performance problem due to lack of ability or lack of interest?
  
• Is this the right person in the wrong job?
  
• Is the person overqualified or underqualified for the position?
  
• Was the person adequately trained?
  
• Are there job difficulties beyond the employee's control?
  
• What alternatives are available?
  

Naturally, there are many clear–cut cases where termination is the only alternative. There are, however, other possibilities to consider.

For individual terminations, consider the following:

Individual terminations

For individual terminations, consider the following:

Reassignment. If the situation involves poor performance, are there other positions for which the person might be better suited?

Further training. Is it possible that the employee could perform well with the benefit of further training?

Counseling. Has anyone talked to the employee about the problem? Often, difficulties at work are reflections of other problems that the organization may be able to help with.

Suspension. This may be a good alternative in the case where you have an employee with good skills and potential who has stepped out of line. 

Group terminations

For group terminations, consider these alternatives:

Shorter workweek for everyone. Is it possible to make everyone share the burden of a reduced workload rather than one person?

Layoffs. Likewise, if a problem is temporary, is a layoff a possible alternative to a group termination?

Naturally, there are many other possibilities for both individuals and groups. The important thing is to investigate what is available to you in your special circumstances. You may be doing the organization a big favor by finding a way to avoid a termination.

This article is provided by HRnext.com. Visit HRnext for plain–English compliance information, work–saving forms and checklists, daily news, and free weekly E–Zine. Copyright 2002, BLR Inc

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