TIME TO SAY GOODBYE IS TRANSPARENT SEPARATION RIGHT FOR YOUR COMPANY?
• Managers are not cast in an adversarial role for abrupt firings. The company has time to find a suitable replacement, resulting in a smoother transition. Remaining employees feel more comfortable when they don’t have to worry about “disappearing” overnight. Even with all these positives, Siegel notes that transparent separation may not be the best course of action for every employee termination. For example, if the soon-to-be-ex- employee is a manager whose toxic behavior is harming the work environment, they need to be shown the door immediately. Siegel claims that in two-thirds of cases, transparent separations offered the best outcome both for the company and the former employee. • •
can cause after being told they are losing their job. Some employees may even prefer to collect severance and leave so they can fully focus on the job search. Is transparent separation the answer to all your termination woes? The jury’s still out; there’s no one-size-fits-all solution to any business problem. What works great for one company might not
Getting fired is a horrible experience. Losing a job is hard on an employee, and terminating an employee can create a whole mess of grief for a company. In a 2018 article for Harvard Business Review, Investopedia CEO David Siegel laid out his strategy to avoid the troubles of termination by offering a more considerate approach to firing: transparent separation. In a transparent separation, when underperforming employees are informed that their tenure with the company is coming to an end, they are given a time frame to look for a new job before their last day. Employees are asked to keep the arrangement confidential and are expected to maintain job performance. Siegel states that employees who abuse the goodwill of transparent separation should be let go immediately. Transparent separation is a wild departure from the traditional termination playbook, but Siegel insists that the strategy offers some incredible benefits, such as the following: Departing employees avoid the struggle of trying to find a new job while unemployed. There’s reduced legal risk that the company might be sued by an angry employee. • •
be best for another. But if you think the pros outweigh the cons, transparent
separation might be worth considering the next time your company has to say goodbye.
There are potential drawbacks to transparent separation. Opponents to this strategy note the potential damage a disgruntled employee
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You go to grab the broom to finish off the last step of your day — only to find it’s not where you left it. How many times has this happened, and how many more times until it prompts you to change something?
As David shared on the
tools have been taken from and makes it easier to return them to where they go. It also helps you notice when something is out of place. Color-coding equipment is an important step in any Shine initiative. The idea is to put processes in place that make it easy to maintain and easy to spot anything out of order. Shine is about so much more than cleaning up equipment — it’s about making issues easily visible. It’s about getting the equipment in your area to a point where if something’s out of conformance, you can see it immediately. When you clean it up, the equipment speaks to you when there’s an issue. For example, if there’s a leak in a piece of equipment that’s gone through Shine, you’ll notice it. If equipment is filthy, you’re not going to see a little leak.
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It’s what Shine is all about — getting tools and equipment to “shine” so they can be easily maintained and inspected going forward. You can find color-coded cleaning tools and all the supplies you’ll need to carry out Shine on our website, or give us a call. We’re happy to help!
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