Whether you are at the giving or receiving end of a “pink slip” it is never easy. Losing your job or having to let someone go can create a host of emotions and complications for you and your workplace.

Because Native American communities experience a higher than average rate of unemployment and poverty conditions it is much more difficult to experience the loss of a job or an employee in Indian country. In this two part column, we will explore ways to deal with this sensitive issue from both perspectives. There are ways to address and overcome the negative consequences if you find yourself in either situation.

Terminating or letting an employee go

Of all the responsibilities you carry as a manager or supervisor, perhaps one of the most difficult things you must do is fire an employee. What do you say? How do you justify it? What are your options? And what will be the consequences? Terminating employees can be a complex issue; you must not only consider the emotional element and the impact it will have on your organization but the legal aspects as well.

Many Native workplaces involve unique legal and political systems. Some are highly protected against wrongful termination and have strict policy and regulations regarding employees. Others have very political systems, in which individuals are tied to power relationships that can impact the organization or business. And still others might be lead or managed by people who do not support or abide by a prescribed organizational system or set of rules. This can lead to abuse of authority and complications when attempting to carry out a controversial action such as employee termination.

If you find yourself in a situation of having to carry out an employee layoff or termination there are some important things you might want to consider. Some questions that might need to be addressed include:

Is this action really necessary? Many times managers make this crucial decision when other, more appropriate actions could have been taken. There is a great cost to employee termination. It takes an organization a long time to recover and the cost to recruit and train employees can be considerable.

Are there any other options? Most problems that arise with employees can be resolved with better communication, training and efforts at mediation. Transferring an employee to another department or job they may be better suited for can also be an option.

Do I have support for my decision? It is important that other organizational and business stakeholders support your decision, or at least understand the reasoning in it. This will help to avoid issues with retaliation in some cases.

Have I followed proper protocol or policy? All levels of corrective actions should be exhausted. Employee rights must be protected as many organizations have problems with wrongful termination. Law suits and grievances can take a toll on you and your business or organization.

How will this impact others? (Employees, customers, stakeholders) Employee layoffs and terminations can greatly impact the morale of the organization. Regardless of the circumstances, change is always difficult to adjust to. Most employees will be concerned about how the loss will impact them.

What will the succession plan be? It is important to give consideration to who will fill the roles and responsibilities or duties of the vacant position. Other employees may need to be recruited to fill the gaps and takeover undesignated work tasks. Their support will be necessary in the process.

How will I interact with the employee to deliver the decision? Delivering the difficult news to an employee is often the biggest concern for managers. You must be prepared for a spectrum of emotional reactions from the employee. It is important to give some thought to how they may respond to the news they are given, anger is a common response, sadness and devastation can also be displayed, even physical outbursts are a possibility. It is always best to prepare yourself for such reactions. Careful thought about your delivery of the message and some compassion to the situation are also recommended.

In today’s economic environment and given the harsh requirements needed for many organizations or businesses to survive and prosper, difficult decisions must often be made that will involve retaining and releasing employees. In some cases it is easier when you know you have done all that you can to correct unwanted or unproductive employee behavior. Managers often identify this as one of the most difficult aspects of their job. Addressing important issues and giving careful consideration to your actions is a way to overcome some of the challenges faced with employee termination.


Lucinda Hughes-Juan has many years of teaching and training in the fields of business and management, with a focus on the cultural dynamics in Native businesses and organizations. She is an enrolled member of the Tohono O’odham Nation. She holds an MBA in global management, and is currently a Ph.D. candidate in business and organizational management. E-mail her at MLS8090@aol.com.