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Perhaps one of the most difficult activities in a consulting organization, or any organization for that matter, involves terminating an employee There are many reasons why this may be necessary, including employee performance As a third party to such a decision involving members of management and an employee, HR can help ensure that there is minimal disruption to both parties given the difficult circumstances HR provides management with the tools to make a fair and legally sound decision in the jurisdiction they are operating in Different countries have dramatically different expectations of a company before they are allowed to transition an employee out of the organization HR may ask questions such as: Was the employee given an opportunity to improve his or her performance Were the roles and responsibilities clearly defined in writing Is this going to be a total surprise to the employee
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Is there a paper and e-mail trail to justify this decision What have we learned from this experience HR should also work with the employee to understand his or her concerns and feelings There will be a lot of questions to answer The employee may also require outplacement services or other assistance that the company may be in a position to offer It is in everyone s interest that the employee s career gets back to normal as fast as possible The employee will inevitably feel betrayed, hurt, angry, and confused by the forced change in lifestyle Here are some of the activities that need to be managed by HR: Help to ensure a smooth transition for the employee Potentially sit with the manager and employee during the termination meeting Proactively answer any questions that the employee may have about the process and how things got to where they are Help to build a fair and equitable severance package for the employee Ensure that all confidential materials, access codes, passes, and company equipment are returned promptly Send a note to corporate facilities to shut down the employee s access to the network (on the intranet and the extranet) Revoke access to the building Work with the employee to get an official release form that officially ends the relationship Ideally, the employee will sign this upon receiving the severance check HR needs to ensure that the employee s legal rights are protected during this period Coordinate activities to escort the employee off premises if deemed appropriate Conduct an exit interview with the employee to get his or her feedback Share this with the relevant resources in the organization if it is not privileged information Get any legal advice necessary to ensure a smooth transition
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Consulting companies are famous for implementing different types of employee evaluation models The one you choose for your organization will determine not only the way employees behave in a team and with clients, but also how well they perform and the amount of loyalty they show to the firm Figure 21-1 shows several regular cycles that are necessary to evaluate, guide, and compensate consultants and other employees for their contributions to the firm as well as to improve their value over time These reviews can follow any timeline selected by the company, including checkpoints on a monthly, quarterly, semiannual, or annual basis Mentoring and coaching activities should be tied to the performance cycle
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Performance reviews can create a lot of anxiety for both the reviewer and the person being reviewed (reviewee) Reviewees often feel a lack of control and are aware that their well-being, compensation, and satisfaction are on the line, at least in the short term They may be able to temper the results of the review, but for the most part they feel that their position is more passive than active Reviewers may also be filled with anxiety because they have to make a decision in writing They may have to give positive feedback, which they may hate doing On the other hand, they may have to give negative feedback, which they could hate doing as well The basic objective of a performance review cycle is to compare how an employee is performing with respect to their job function and expectations Additional compensation may or may not result from this evaluation, depending on the performance, corporate policies, and profitability of the company at that particular time Another objective of the performance review cycle is to identify areas of improvement as
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