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Discussion Question

In 2006 Radio Shack made national news when it laid off 400 employees by sending out a two-line email that said, “The work force reduction notification is currently in progress. Unfortunately your position is one that has been eliminated.” Radio Shack has since gone bankrupt.

Under what conditions, if any, do you think it is appropriate to use email to notify an

employee that he or she has been laid off or fired? What are some of the positive and negative aspects of using email for this type of information? If a company needs to lay off or fire employees across long distances, including during a pandemic, what approaches do you recommend for communicating it?

Choose one and Reply

1-Hana

In the event of firing I do not believe that an email is sufficient, nor is it professional. I think with using email for firing is a very insufficient way to communicate what is being lacked that lead to this decision. Firing someone takes courage and an opportunity to learn for the next job. If someone is fired and they do not know why or how to better themselves, when they try to apply/interview for new positions elsewhere, it’ll hinder them. I don’t see any positive it, aside from it being very methodical and not personable at all. If a company was going under and there was no saving it, MAYBE a company wide firing email could be used, but even then I think it lacks in professionalism.

However, in the event of a company wide lay-off, an email could be used to notify all the employees stating that at a later time notification will be made of who is on that list. It could also be used to explain what is happening and why. I think in the event of a pandemic, as we saw this year, a company wide email could be used to help explain what strains are happening and what ways the company is trying to resort to laying-off or firing individuals.

I think in the event of a pandemic, sending out an email to update everyone about what is going on and stating that proper communication will be used to ensure every employee knows what is happening and what might happen could help with the anxiety of the pandemic. Obviously, stating that the company is complying with local and state laws, while staying on top of the new developments in the pandemic as new information is available will also adapt the communication of the company.

2- Cory

I think that email should only be used as a last resort to fire an employee. The only time I think email should be used is if an employee stops showing up to work and you can’t get ahold of them, then firing them over an email is acceptable. I think the only two positives of firing an employee online is it is quick and easy to do and you do not have to deal with verbal backlash. I think there are a number of negatives to firing someone via email. First being it is unprofessional to do so in my opinion. I also think your employees, especially if they have been good employees, deserve the right to know why they are being fired or laid-off. Another negative is it makes the company look like they do not value their employees at all, which in turn isn’t going to want to make people come work for you. Ultimately, I just think it is lazy and a copout to fire someone in this manner.

If a company has to do a long distance firing, do it over a skype or zoom call. I think this is the next best solution if you can’t do it in person. This is a much more professional option. In the event of a mass layoff, I think an email notification to the company that a mass layoff is coming and why it is coming is appropriate. However, someone from top management should still deliver that news in pretty much any format other than an email.

3- Kevin

Unfortunately, letting someone go from an organization is a part of a Leader’s job. In my years of leadership, I have fired, we choose to call it separating from the organization, many employees. Most of these instances were for cause, meaning the employee had performance problems and had not improved despite our multi-level disciplinary program. In our system, an employee has ample warning and chance to improve performance before being separated. I would never choose to separate someone via email. It is too impersonal and lacks respect for the individual. Like I mentioned, the employee should not be surprised but I find there is a level of denial that usually is part of the reason they do not improve in the first place. I have never had someone get violent or make threats, but that is a possibility when someone is getting fired. When someone is let go because of downsizing, there might not be the warning that comes with poor performance, emotions can be unpredictable. I always make sure that I have a Human Resources person with me as a witness when I am delivering the news. It also helps to have them transition the conversation to next steps around benefits, etc. It gets the person in the mindset of moving on.

The advantage of email is that the leader does not have to deliver the bad news. Like I said, I would not choose email, its part of the job. If I was not able to be there in person, I would use video conferencing or make a conference call. There is a level of professionalism and respect that should be honored.