Votre équipe est ébranlée par le licenciement d’un collègue. Comment pouvez-vous vous assurer que leur moral reste élevé ?

With over 20 years in talent acquisition and HR operations, I've learned that addressing a team's concerns swiftly and empathetically is crucial. I'll hold an open discussion, acknowledging the colleague's contributions and the reasons for their termination. Emphasizing our team's strengths and future goals can redirect focus positively. Providing support through one-on-one meetings and team-building activities will help maintain morale. Additionally, I'll highlight the importance of adaptability and continuous improvement, reassuring the team of our commitment to their growth and well-being.

To maintain team morale after colleague's termination, ensure to be a bridge with team for their job security. Required to be open communication with team but make sure to keep confidentiality for crucial information. Offer through being listen and response to their concerns. Reassure for their job security and create the environment for their support and build support.

- Share the reasons for the termination in a sensitive and appropriate manner, maintaining confidentiality where necessary. - Recognize and validate the team's feelings, allowing them to express concerns or ask questions. - Reassure the team about their job security and the stability of the organization. - Focus on positive aspects of the team and the work environment, highlighting successes and encouraging team bonding activities. - Make yourself available for one-on-one conversations to address individual concerns and provide reassurance. - Reiterate the team's objectives. - Acknowledge and reward the team's hard work and achievements to boost morale. - Demonstrate resilience and a positive attitude.

Address the termination openly but respectfully, avoiding unnecessary details to maintain confidentiality. If appropriate, explain the reasons for the termination in a way that emphasizes company policies and values, helping the team understand the context.

Socialization of employee duties and responsibilities is the first thing when employees are accepted to work, including the procedures that run within the company. By making KPI standards for workers, they become a reference for workers to achieve company targets. But there are also superiors who provide more workload than their superiors because they are seen as loyalty to the company. Is this called loyalty? I think it needs to be discussed with employees.

I am a bit disagree on this. It is important to recognise the negative emotion impact to the remaining teammate as they are human. As a supervisor or manager we should provide as much as support to the teammate to allow them understand their value and what they can continuous to learn within the company. We should think from their interest.

Reassure the team about their job security and the company’s stability to alleviate any fears or uncertainties. Emphasize the company’s goals and vision to redirect focus towards positive future prospects.

Reiterate the team’s goals and highlight the importance of each member’s contribution. HR should communicate the company's vision and how individual roles align with broader objectives, providing clear guidance on achieving these goals.

Reaffirm the team’s goals and how they contribute to the larger vision of the organization. Emphasize the importance of each team member’s role in achieving these goals.Provide context around the colleague’s termination without breaching confidentiality. Explain how organizational decisions are made to ensure transparency.

As a manager, we are the first support system so it is important to understand that such changes put people on an emotional journey. A model I use in my practice is The Change Curve - based on a model originally developed in the 1960s by Elisabeth Kubler-Ross to explain the stages of grief: At first your people will likely be shocked. Next, they may go into denial. After that, they can display some frustration especially considering how things were handled and how the duties of the person are redistributed. Then, they are likely to move into exploration - trying to find ways of dealing with the new reality. Finally, comes commitment - they accept what happened and are committed to the new reality.

Acknowledge that the termination might be emotionally challenging for the team and offer support, such as access to counseling services. Encourage team members to express their concerns and feelings, assuring them that their voices are heard and valued.

Every company certainly has a system in the process of business activities. For the system to run well, management needs to provide training to employees that suits the company's needs. This training must of course be carried out on an ongoing basis so that the results obtained will provide improvement for the company. Because those who work are humans, the system was created to be a reference for workers so they can provide innovation for the company's progress

Establish a peer mentorship program where team members support each other’s professional development. For example - Pair up team members as mentors and mentees. Like, if a senior team member mentors a junior one, they can share knowledge and offer encouragement. This program helps to build bonds and provides support in a structured way, like setting up bi-weekly check-ins for feedback and encouragement. Unique Idea: Create a “Support Circle” where each person is assigned a support buddy for weekly check-ins, allowing for a structured and empathetic support system.

Offer emotional and professional support through resources like counseling services, mentorship programs, and team-building activities. HR should implement Employee Assistance Programs and ensure managers are trained to provide support.

Maintain regular routines and schedules to provide a sense of normalcy and stability. Reaffirm each team member’s roles and responsibilities to ensure clarity and focus.

•Be transparent on the termination reasons consider the confidentiality aspects & disclose the termination reasons to colleagues for them to be aware off and avoid those aspects in future. • Provide an insight of future projects & their role, let them know their value & contribution it gives to the organization. • Hear them on the colleagues thoughts of termination, and approach them accordingly. • Let the colleagues be aware that the company would always appreciate for all the work done, with various monetary & non-monetary benefits. • Termination can be of various reasons performance issues, misconduct, disciplinary concerns, BVG, Moonlighting, Theft. etc. unless the colleague doesn’t have any of the above issues they need not worry.

Maintain transparency about the reasons for the termination without breaching confidentiality. HR should address any rumors or misinformation and provide regular updates on the company's status and future plans to maintain trust.

Reconstruir la confianza tras el despido de un miembro del equipo es esencial para mantener la moral alta. Es fundamental que los empleados comprendan que la decisión fue justa y acorde con la política de la empresa. Según un estudio de Edelman Trust Barometer, el 67% de los empleados confían más en sus empleadores cuando hay transparencia en las decisiones difíciles. Un informe de LinkedIn Learning señala que el 94% de los empleados permanecerían más tiempo en una empresa que invierte en su carrera. Ofrecer oportunidades de formación y desarrollo profesional no solo asegura a los empleados que son valorados, sino que también les proporciona una visión clara de su futuro dentro de la organización.

Encouraging open communication and feedback within the team can also help to boost morale during a difficult time. By fostering a sense of unity and collaboration, team members may feel more supported and connected to their colleagues, which can help to mitigate any negative impact of the termination.

Shift focus from the negative by acknowledging and celebrating everyday achievements. Example: "Start a ‘Kudos Corner’ where team members can publicly appreciate each other’s contributions. For example, create a Slack channel or a physical board where people can post positive notes about their colleagues' work.

The objective of termination should be made clear, it must not be reflected on the team that it was an intentional or personal motive. Reflecting on the team's performance - whether the short-term or long term can help employees realign focus towards a brighter outlook than the negative impact of the termination. A similar case is seen during layoffs, both have to be taken in a spirit so that the rest of the employees do not have survivor guilt.

Highlight recent successes and positive developments within the team to boost morale. HR should recognize and celebrate achievements through recognition programs or events to acknowledge hard work and dedication.

Lastly, consider organizing team-building activities or events to help boost morale and strengthen relationships among team members. This can help to create a positive and supportive work environment, which can in turn help to maintain team morale during a challenging period.

Fostering a positive focus within the team following a termination can be a significant asset for an organization. By openly addressing the situation with transparency and empathy, leaders can demonstrate their commitment to maintaining a supportive and fair work environment. This approach not only reassures remaining team members about their value and stability but also encourages a culture of resilience and adaptability. When handled effectively, team members can see the termination as an opportunity for growth and renewed focus, fostering stronger collaboration and a shared commitment to organizational goals.

Maintaining a high morale in this situation is very crucial. We have to maintain the open communication with empathy to understand their point of view. If required, need to have one on one withe team members to clarify and build the trust stronger than before.In that way, we can maintain a high morale in a this environment.

Offer opportunities for professional growth and development to show the company invests in its employees' futures. HR should create and promote career development programs, such as training sessions and workshops, and provide clear career progression paths.

Engage the team in planning for future opportunities and growth. Example: "Host a strategic planning session where the team brainstorms future projects and career development paths. For instance, discuss upcoming projects and potential new roles or responsibilities that team members can look forward to."

Reassure the team of the organization’s stability and commitment to their continued growth and development.Discuss opportunities for career development and advancement within the organization to demonstrate a commitment to their long-term success.Plan team-building activities or initiatives to foster a sense of unity and solidarity among team members during this period of transition.

Ultimately, maintaining high morale in the face of a colleague's termination requires a combination of communication, support, and teamwork. By addressing the concerns and emotions of team members with empathy and understanding, you can help ensure that the team remains motivated and engaged despite the challenges they may be facing.