{ "media_type": "text", "post_content": "How would you communicate the involuntary termination of a team member at a startup? Typically, I handle these communications by having the manager have an informative session immediately after the termination to the employee's direct team and the news rapidly spread. However, as this is such a small team it may cause confusion and concerns for the team that stays. I feel like there isn't an \"ideal\" way to communicate involuntary terminations, but happy to hear your advice", "post_id": "611d8121936563001d185dfd", "reply_count": 4, "vote_count": 1, "bowl_id": "5682e6afd55b9e0f00fce669", "bowl_name": "Human Resources" }

How would you communicate the involuntary termination of a team member at a startup? Typically, I handle these communications by having the manager have an informative session immediately after the termination to the employee's direct team and the news rapidly spread. However, as this is such a small team it may cause confusion and concerns for the team that stays. I feel like there isn't an "ideal" way to communicate involuntary terminations, but happy to hear your advice

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You should never share it was an involuntary term. Just “Joe is no longer with the company.” Period end of sentence. If you have to squash rumors, note that gossip and speculation won’t be tolerated. The manager can cover what changes this means to remaining employees’ responsibilities.

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Agree with A1. I would communicate it the way you would if they were leaving voluntarily, but without a party. “Joe is no longer with the company. We are grateful for his contributions and wish him the best on his next adventure.”

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I completely agree with this

Actually, I just say "X won't be joining our team anymore. I wish them all the best." then move on. You're not supposed to say why if it's highly confidential and you can't stop the rumor mill from milling rumors anyways. Treat it like any announcement and you'll be on the safe side.

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