The manager’s role isn’t just to deliver a decision — they are the first line of human contact. To fulfill this role well, proper preparation is essential.
Support from Leduc RH may include one-on-one coaching or targeted workshops, which can cover:
It’s also important to remind the manager they’re not expected to explain or justify everything. Their role is to deliver the decision with professionalism and humanity — not to carry it alone.
In many cases, managers aren’t (and shouldn’t be) alone when announcing a termination. An HR representative should ideally be present to help guide the meeting, cover logistical points, and answer technical questions.
Having a professional from HR — such as one of our Leduc RH consultants — present provides reassurance to the manager and ensures the meeting stays grounded and clear. It also helps manage more difficult reactions or questions related to rights and next steps.
If the meeting is virtual, it’s critical that the manager is comfortable with the platform (Zoom, Teams, etc.) and has minimal technical support if needed.
Delivering a termination notice can take an emotional toll. Even if the decision wasn’t theirs, the manager may experience guilt, stress, or sadness.
After the announcement, it’s helpful to provide a space for debriefing with HR. This moment can:
In some cases, offering access to psychological support or referring them to the Employee Assistance Program (EAP) can further strengthen the organization’s commitment to care.
Once the announcement is made, the manager’s role continues. They must handle reactions from the rest of the team, explain what happened (within limits), provide reassurance, redistribute responsibilities, and maintain engagement.
That’s why it’s crucial to provide them with guidance on how to navigate this stage:
This support can take the form of a communication guide, one-time coaching, or a group session led by Leduc RH — especially helpful when multiple departures are involved.
Managers are often seen as anchors during turbulent times. But they are human too, and vulnerable in the face of tough decisions they must carry.
Acknowledging this need for support sends a strong message: In this organization, we take care of everyone — including those delivering the hard news. This kind of organizational compassion contributes to a stronger, more resilient workplace culture.
Supporting managers during terminations isn’t a luxury — it’s a necessity. As key figures in communication, engagement, and trust-building, they also deserve to be guided with structure and empathy.
At Leduc RH, we support organizations through every phase of employment transitions, including preparatory coaching for managers and shared presence during termination meetings.
To learn how Leduc RH can help your management team navigate this sensitive process, reach out to us.