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When Terminations Go Wrong

The world has gotten more violent over the last few years.  People are angry, frustrated, scared and reactive.  Disagreements can often turn hostile and volatile.  It sometimes seems as though we’ve forgotten how to deal with our anger in respectful and peaceful ways. Because this has become more prevalent in the corporate workplace, we’ve created our workplace safety programming, including "When Terminations Go Wrong" to help educate employers and employees when problems arise.

The Real Cost of Workplace Violence

Whether you’re an employer who deals with employee terminations, or you have clients who do, you’ll need some insights into managing your personal safety or the safety of those it’s your job to protect.

We’ve taken the principles of our basic self-defense training programs and integrated them with the termination process to maximize the chances you and your team will remain safe in the event of a hostile termination. With guns being involved in less than 5% of workplace violence, we feel it is a benefit to be able to respond to physical and verbal threats, simple assault and battery which account for over 75% of all workplace violence incidents. 

 

When it comes to self-defense, there are no hard and fast rules that guarantee personal safety because each situation is different and there may be many variables. Our goal is to give our clients the best possible solution for any given occurrence with the most vital thing being awareness. By consciously considering some ‘worst case’ scenarios, learn to be proactive instead of reactive.

To help keep your management, HR team and employees safe during the termination process, these are some of our recommendations.

 

  1. Always have a witness, preferably someone with a powerful presence in the room with the manager facilitating the termination.

  2. Have security on notice that a termination is occurring so they are ready in case it gets hostile.

  3. If you don’t have security, and even if you do, it’s best to develop a relationship with your local law enforcement.

  4. Create barriers between the employee and the manager facilitating the termination. (tables/chairs for example)

  5. The terminating manager should sit closest to door to exit quickly in case of physical threat.

 

There is much more to be considered here but these are some of the basics.

For more info, or to book us for a workshop/training, email us at

 Team-Fireball@team-fireball.com .