e needed, even though the employee is about to get fired because they may have done something damaging or wrong and there is no other option, you are still dealing with a human being. If you do this right the employee will hold no grudge against the company because you will be validating the emotions that create the long lasting grudge in most cases.

4. Allow them to speak their mind. The initial reaction may be anger, surprise, frustration or desperation. These are all normal emotions when you feel rejected. If this happens you can shift their attention by changing the subject very briefly to help them focus on something more constructive or positive. If you know the person, mention a hobby without making a tacky joke. Get them to talk about something they appreciate. Once that are there you can continue with why they are being let go.

5. Make the follow up call. This can minimize the chances of a lawsuit. Call them the next day as a reassurance. Make a positive conversation and make sure that they understan

We have worked with several HR executives and other people that have to go through with firing people. Even though it may not always be the most comfortable thing to do, it is a very vital aspect of being a HR director.

We of course would recommend first and foremost that you give the employee a chance to work with a coach before making them resign or firing them. That of course is if the employee is someone you would like to hold on to, yet they are not performing up to the company standards. Any employee can be coached by a life coach to improve a work, if the employee is worth it to the company.

When firing a person it is a high stress environment, for both the person being fired and the person that has to do the actual firing. There are several ways to do this effectively and in such a manner that would make the situation more comfortable for both parties involved.

The reason this happens is first and foremost stress. This can be on behalf of both parties, that is, the HR executive has practiced what he or she is about to say. In fact they may have practiced it so much that once they see the reaction of the person being fired they may forget to say certain things, while believing they did. A more plausible reason is probably that once the subject being fired is told so, the emotional intensity of the situation blocks out other things that are being said. Whichever the reason is the rule is always; your communication is what is being understood, not what you meant.

How can you ease the situation or assist the person being fired dealing with the situation? This is where the life coach comes in. As a life coach you understand how to get through emotional walls or situations of high stress such as there. A life coach knows how to break people’s state to make them focus on the things being said and the understanding being put into the words. A life coach can often come to good use as part of the firing process allowing the person being fired to see a life coach for two to three sessions. We have yet to encounter a person that was fired, filing a lawsuit against an employer for wrongful layoff. So this in fact may be a great investment on behalf of corporations. It will also give the person that was recently fired a chance to work with a life coach in getting their life on track again, immediately taking action towards finding a new job and getting things back on track. This will also decrease the chances of a lawsuit being filed.

When a HR officer works with a Life coach they learn certain techniques that will help them get a clear message across, along with assisting them in having to fire someone. This in many cases is the hardest thing a HR officer will do. Many report that they feel a certain level of guilt for having letting people go. A life coach will work with the officer in preparing them for the stress and emotions that come with situations like these, making sure that they are not affected and that it does not cause strain on others in the company. A life coach can additionally assist any problems or friction that may start to become apparent by the turbulence often created when a co-worker is fired.

Here are some tips for HR officers to use when they have to fire someone:

1. Make sure that you are comfortable with what you are about to do. If you think that the person should not be fired or they can be worked with, explore the option of having the employee work with a life coach. Training new people can be very expensive and it may be cheaper keeping the person on board and having the life coach make behavioral modifications to increase the profitability of the employee.

2. Make sure that you are in a setting that isolates the employee, if there are windows in the background try to cover them up. You will need the full focus of the person you are about to talk to. Take your time in doing this, the stress factor and often the shock that comes with the experience of being fired is often overwhelming. The emotion that will be going through is rejection which is what most people fear the most.

3. Take the time needed, even though the employee is about to get fired because they may have done something damaging or wrong and there is no other option, you are still dealing with a human being. If you do this right the employee will hold no grudge against the company because you will be validating the emotions that create the long lasting grudge in most cases.

4. Allow them to speak their mind. The initial reaction may be anger, surprise, frustration or desperation. These are all normal emotions when you feel rejected. If this happens you can shift their attention by changing the subject very briefly to help them focus on something more constructive or positive. If you know the person, mention a hobby without making a tacky joke. Get them to talk about something they appreciate. Once that are there you can continue with why they are being let go.

5. Make the follow up call. This can minimize the chances of a lawsuit. Call them the next day as a reassurance. Make a positive conversation and make sure that they understand

t he or she is about to say. In fact they may have practiced it so much that once they see the reaction of the person being fired they may forget to say certain things, while believing they did. A more plausible reason is probably that once the subject being fired is told so, the emotional intensity of the situation blocks out other things that are being said. Whichever the reason is the rule is always; your communication is what is being understood, not what you meant.

How can you ease the situation or assist the person being fired dealing with the situation? This is where the life coach comes in. As a life coach you understand how to get through emotional walls or situations of high stress such as there. A life coach knows how to break people’s state to make them focus on the things being said and the understanding being put into the words. A life coach can often come to good use as part of the firing process allowing the person being fired to see a life coach for two to three sessions. We have yet to encounter a person that was fired, filing a lawsuit against an employer for wrongful layoff. So this in fact may be a great investment on behalf of corporations. It will also give the person that was recently fired a chance to work with a life coach in getting their life on track again, immediately taking action towards finding a new job and getting things back on track. This will also decrease the chances of a lawsuit being filed.

When a HR officer works with a Life coach they learn certain techniques that will help them get a clear message across, along with assisting them in having to fire someone. This in many cases is the hardest thing a HR officer will do. Many report that they feel a certain level of guilt for having letting people go. A life coach will work with the officer in preparing them for the stress and emotions that come with situations like these, making sure that they are not affected and that it does not cause strain on others in the company. A life coach can additionally assist any problems or friction that may start to become apparent by the turbulence often created when a co-worker is fired.

Here are some tips for HR officers to use when they have to fire someone:

1. Make sure that you are comfortable with what you are about to do. If you think that the person should not be fired or they can be worked with, explore the option of having the employee work with a life coach. Training new people can be very expensive and it may be cheaper keeping the person on board and having the life coach make behavioral modifications to increase the profitability of the employee.

2. Make sure that you are in a setting that isolates the employee, if there are windows in the background try to cover them up. You will need the full focus of the person you are about to talk to. Take your time in doing this, the stress factor and often the shock that comes with the experience of being fired is often overwhelming. The emotion that will be going through is rejection which is what most people fear the most.

3. Take the time needed, even though the employee is about to get fired because they may have done something damaging or wrong and there is no other option, you are still dealing with a human being. If you do this right the employee will hold no grudge against the company because you will be validating the emotions that create the long lasting grudge in most cases.

4. Allow them to speak their mind. The initial reaction may be anger, surprise, frustration or desperation. These are all normal emotions when you feel rejected. If this happens you can shift their attention by changing the subject very briefly to help them focus on something more constructive or positive. If you know the person, mention a hobby without making a tacky joke. Get them to talk about something they appreciate. Once that are there you can continue with why they are being let go.

5. Make the follow up call. This can minimize the chances of a lawsuit. Call them the next day as a reassurance. Make a positive conversation and make sure that they understan

person that was fired, filing a lawsuit against an employer for wrongful layoff. So this in fact may be a great investment on behalf of corporations. It will also give the person that was recently fired a chance to work with a life coach in getting their life on track again, immediately taking action towards finding a new job and getting things back on track. This will also decrease the chances of a lawsuit being filed.

When a HR officer works with a Life coach they learn certain techniques that will help them get a clear message across, along with assisting them in having to fire someone. This in many cases is the hardest thing a HR officer will do. Many report that they feel a certain level of guilt for having letting people go. A life coach will work with the officer in preparing them for the stress and emotions that come with situations like these, making sure that they are not affected and that it does not cause strain on others in the company. A life coach can additionally assist any problems or friction that may start to become apparent by the turbulence often created when a co-worker is fired.

Here are some tips for HR officers to use when they have to fire someone:

1. Make sure that you are comfortable with what you are about to do. If you think that the person should not be fired or they can be worked with, explore the option of having the employee work with a life coach. Training new people can be very expensive and it may be cheaper keeping the person on board and having the life coach make behavioral modifications to increase the profitability of the employee.

2. Make sure that you are in a setting that isolates the employee, if there are windows in the background try to cover them up. You will need the full focus of the person you are about to talk to. Take your time in doing this, the stress factor and often the shock that comes with the experience of being fired is often overwhelming. The emotion that will be going through is rejection which is what most people fear the most.

3. Take the time needed, even though the employee is about to get fired because they may have done something damaging or wrong and there is no other option, you are still dealing with a human being. If you do this right the employee will hold no grudge against the company because you will be validating the emotions that create the long lasting grudge in most cases.

4. Allow them to speak their mind. The initial reaction may be anger, surprise, frustration or desperation. These are all normal emotions when you feel rejected. If this happens you can shift their attention by changing the subject very briefly to help them focus on something more constructive or positive. If you know the person, mention a hobby without making a tacky joke. Get them to talk about something they appreciate. Once that are there you can continue with why they are being let go.

5. Make the follow up call. This can minimize the chances of a lawsuit. Call them the next day as a reassurance. Make a positive conversation and make sure that they understan

may start to become apparent by the turbulence often created when a co-worker is fired.

Here are some tips for HR officers to use when they have to fire someone:

1. Make sure that you are comfortable with what you are about to do. If you think that the person should not be fired or they can be worked with, explore the option of having the employee work with a life coach. Training new people can be very expensive and it may be cheaper keeping the person on board and having the life coach make behavioral modifications to increase the profitability of the employee.

2. Make sure that you are in a setting that isolates the employee, if there are windows in the background try to cover them up. You will need the full focus of the person you are about to talk to. Take your time in doing this, the stress factor and often the shock that comes with the experience of being fired is often overwhelming. The emotion that will be going through is rejection which is what most people fear the most.

3. Take the time needed, even though the employee is about to get fired because they may have done something damaging or wrong and there is no other option, you are still dealing with a human being. If you do this right the employee will hold no grudge against the company because you will be validating the emotions that create the long lasting grudge in most cases.

4. Allow them to speak their mind. The initial reaction may be anger, surprise, frustration or desperation. These are all normal emotions when you feel rejected. If this happens you can shift their attention by changing the subject very briefly to help them focus on something more constructive or positive. If you know the person, mention a hobby without making a tacky joke. Get them to talk about something they appreciate. Once that are there you can continue with why they are being let go.

5. Make the follow up call. This can minimize the chances of a lawsuit. Call them the next day as a reassurance. Make a positive conversation and make sure that they understan

e needed, even though the employee is about to get fired because they may have done something damaging or wrong and there is no other option, you are still dealing with a human being. If you do this right the employee will hold no grudge against the company because you will be validating the emotions that create the long lasting grudge in most cases.

4. Allow them to speak their mind. The initial reaction may be anger, surprise, frustration or desperation. These are all normal emotions when you feel rejected. If this happens you can shift their attention by changing the subject very briefly to help them focus on something more constructive or positive. If you know the person, mention a hobby without making a tacky joke. Get them to talk about something they appreciate. Once that are there you can continue with why they are being let go.

5. Make the follow up call. This can minimize the chances of a lawsuit. Call them the next day as a reassurance. Make a positive conversation and make sure that they understand why they were being let go. Give a positive talk about their performance at the company as well as discussing why they were let go. End the conversation on a positive and constructive note. If you have not worked directly with the employee ask their supervisor to give you some pointer on what they did really well.

Of course you do not have to do any of this, but as life coaches we care about people, as life coaches we validate that emotions often control more than people think. As life coaches we get people to us that are the ones that just got fired from a job and are seeking to deal with the change in their life. If you care about the people in general getting them a life coach as a departing gift may be the best thing you do. At the very least make sure that you treat them in way where they can take a positive outlook with them when looking for a new job. If you are a HR officer and would like to learn some of these techniques feel free to contact us about getting coaching for you. Working with a life coach can change the way you fire people, and it may even change the way you choose to hire people.