1. General Termination Conversation Best Practices

• Prepare the Environment

  • Choose a private, neutral location for the conversation

  • Ensure all necessary documents are ready and reviewed

  • Have HR representative or witness present if required

• Structure the Conversation

  • Start with a clear, direct statement of termination

  • Explain the specific reasons backed by documentation

  • Outline next steps and available support

• Manage Emotions and Reactions

  • Anticipate and prepare for various emotional responses

  • Show empathy while maintaining professional boundaries

  • Be prepared to de-escalate potential conflicts

• Address Practical Matters

  • Clearly explain severance, benefits, and final pay details

  • Outline the process for returning company property

  • Provide information on outplacement services if available

• Mitigate Legal and Reputational Risks

  • Stick to documented, performance-based reasons for termination

  • Avoid discriminatory language or personal attacks

  • Be prepared to address concerns about ongoing projects or client relationships

2. Step-by-Step Guide for Preparing Your Roleplay

1. Analyze the Specific Scenario

   • Identify key details about the employee's history and performance

   • Understand any unique challenges or sensitivities in the situation

2. Prepare Your Opening Statement

   • Craft a clear, direct statement of termination

   • Practice delivering it with appropriate tone and empathy

3. Outline Key Points

   • List specific, documented reasons for the termination decision

   • Prepare to explain any relevant company policies or procedures

4. Anticipate Questions and Concerns

   • Brainstorm potential emotional reactions or objections

   • Prepare clear, concise responses to likely questions

5. Plan for Next Steps

   • Outline the termination process and immediate actions required

   • Prepare information on severance, benefits, and support services

6. Practice Difficult Moments

   • Rehearse responses to potential emotional outbursts or threats

3. Quick Do's and Don'ts

Do:

• Deliver the news directly and early in the conversation

• Show empathy while maintaining professional boundaries

• Provide clear, factual reasons for the termination decision

• Listen actively and allow the employee to express their feelings

• Focus on future-oriented support and next steps

Don't:

• Beat around the bush or use vague language

• Engage in arguments or debates about the decision

• Make promises you can't keep about future employment or references

• Discuss other employees' performance or terminations

• Rush through the conversation without addressing key points