It seems that in any workplace or even community setting that everyone prefers “good news”. So it’s no accident of nature that most employers wish to communicate and convey good rather than “bad news”. In today’s work environment there is no shortage of what might be considered bad news. Just listen to the mass media on a daily basis – recession, economic depression, unemployment at record levels, outsourcing ….. The list goes on and on endlessly. Yet somewhere along the line every employer, manager or supervisor is going to have to convey news to employees and workers that is not all that positive and indeed may be downright devastating to their employees and workers.

Intrinsically three decisions must be made when presenting “bad news” These are: When to let people know, who is to do it and how should this be handled.

The example is often given in isolated mining camps where one of the most powerful draws and considerations of employees is the food service and the actual cook on premises. It seems on many of these work camps managements answer to firing a cook or chef is “see that plane / helicopter …. You are on it.” In these cases due to concerns of malice no advance warning is given what so ever. Still in the vast majority of cases on a job site terminations and other bad news can be given as a planned matter of course. In some sensitive positions t rue the employee may be escorted out the door by security, along with the box of their possessions and. Forward payment of their wages may be supplied with the mandatory employment time payment as required by local labor laws.

The next question is who to do it hopefully the person who does the firing or provides other bad news is an authority figure in the operation who is regarded as being fair and sincere. There is little point in either using a minor official – a “small man” (or women) with little authority, someone with no tact or empathy, or a “hired gun” or hangman. It makes little sense to any manager worth their salt. True it may give the one individual in charge or the gatekeeper a great sense of power. They may even come from the mold that the better the manager or authority figures the more that they are hated and despised. Yet at what cost to the organization, its image and integrity. Times and economic conditions change. Who knows the immutable damage that will be done to the firm or organization both internally, to its character and to its image and branding to the outside world and customers? On top of that not only can your reputation in the industry be affected negatively, but also the word may get out that you are “not a good place to work” and that you treat your employees and staff poorly. Its not good policy to be mean to employees. On top of that who knows you may wish in the future to rehire back valuable employees with skills and valuable worthwhile experience.

In the end the summary can be use the golden rule. Treat others as you would like to be treated. Most people and employees know and have a foreboding that something is in the wind. It may be no secret that business is down or slow and that staff may have to be reduced or laid off. Thus when telling such bad news do it in an organized fair manner with a person of understanding, fairness and empathy relate the series of events and actions in a fair and clear manner. Your organization or business will be much better off for it.

Author Bio: Terrence I Jessica Alberta Canada Job Banks Job Postings Canada Free