Step 1

The Notification process

Let's start with the notification process. It requires a respectful, open dialogue between the principal parties, while bringing clarity to the updated employment situation.

Step 2


Addressing any relevant behavioral issues, completing the separation components with management/staff and finalizing any severance packages.

Step 3


Timeliness is a significant factor here, with the parties re-establishing a level of mutually beneficial trust over a 24- to 48-hour period. For this crucial stage, departed employees can also address the transition process of finding new work, through appointments or open-door meetings.

Step 4

employment fulfillment

It's imperative to quickly move past the stage of anguish or self-loathing, post-termination. The best way for this to occur: Identifying the next wave of tangible leads for new work, or tapping into other promising avenues of fulfilling employment. This process essentially rivals Maslow's famed Hierarchy of Needs, helping the affected individual satisfy their physiological needs, safety needs, the need to belong, esteem needs and self-actualization needs.