It’s over. Not only in relationships, but also in the working world. And that is frequently not as easy as it may first seem. A "Let's stay friends" is hardly appropriate in the case of a termination, but in principle it is a good idea. How can both employer and employee make it happen, so that the business relationship can end on a positive note?

Good communication is crucial in the employment relationship in general, but especially when it comes to termination talks. This also applies to the termination meeting. No matter from which perspective - giving notice is difficult, especially when it comes to being able to part on a positive note. Employers and employees must consider a few things before and during the termination to manage it in a legally effective, fair, and orderly manner.

Termination by the employer

In a fair termination process poor, or faulty performance should have been addressed prior to the termination.

Prior to termination, the employer should have discussed the termination with human resources or a legal counsel. The basis for the termination should be legally clear and, if possible, unchallengeable. In addition, the employer should make sure that it is legally clear and check whether they must involve other parties, such as the works council, in the termination.

Discussions about termination are a matter for management

Dismissals and termination interviews are always a management matter, which means it should not be delegated to colleagues or the HR department. Even if the person conducting the discussion is the boss himself, it is worthwhile to call in someone from the HR department or with knowledge of employment law as a witness.

During the exit interview, the employer should also have the relevant documents at hand to be able to directly clarify topics such as remaining vacation, support with reorientation or even pension.

The right time is essential

Both the time and the place for the interview should be chosen appropriately. Fridays are an impractical time, as the dismissed employee has no opportunity to consult a lawyer or the work council. The place of the meeting should offer a certain degree of privacy since sensitive subjects will be discussed. Telephones should also be turned off and the manager’s next appointment should not be waiting outside the door so that the conversation can proceed undisturbed.

An appreciative conversation at the end

As an employer, it is also important to make your own position clear. The employee’s termination should be pronounced after a few introductory sentences. In doing so, the employer must express himself clearly and remain appreciative. In the termination interview, any anger is inappropriate since one should be appreciative of each other. Even if the decision has already been made, and even if the person being dismissed uses an abusive tone, the employer should be able to deal with this in a professional manner.

After the initial termination, the employer should summarize the reasons for termination to resolve any uncertainties.

Termination by the employee

First, it is important that a resignation should not be conducted on a whim but should be well thought out. If there is little that bothers you about the company or your job, it is better to look for a solution by having a formal conversation with your management. If this point is excluded, it remains important that your resignation is accurate and decent. In the best possible case, the employee should conduct the conversation in such a professional manner, so that the employer still has a good impression of their employee after their termination.

Consider notice periods!

Once the decision has been made and the letter of termination has been drafted, it is essential to keep the notice period in mind. It is better for the employer if the resignation letter is not received on the last day of the notice period, but in a way where he has enough time to find a replacement. Of course, the notice should not only be in the mailbox on time, but on the manager’s desk.

When giving notice, it is important to first seek a personal meeting and thorough conversation with your direct management. Following this, the notice can be handed in to the personnel department or to your management directly. The letter of resignation should meet certain standards and, of course, be signed.

Farewell to the manager and colleagues

In a personal conversation with the manager, it is essential to maintain decorum. Even though it may not be easy, professional matters should be discussed objectively. Letting your anger out at your manager, is only a short-lived satisfaction and will not help you in the long run. If negative matters need to be addressed, the sandwich principle is recommended. Starting and ending with something positive rounds off the negative so that you can bring your critique forward nicely. In addition, the job reference as well as how to deal with remaining vacation days should be clarified in a personal conversation.

Finally, one should also be given the opportunity to say goodbye to colleagues at a farewell. This can give the recently terminated or resigning employee an opportunity for closure and gives an opportunity to leave behind a good image as well. After all, the last impression counts just as much as the first. A small farewell party can sometimes lead to a “Too bad that ... is leaving”.