Termination Done Right: 7 Mistakes to Avoid

Announcing the end of an employment relationship is one of the most sensitive actions a manager or organization may have to take. While every situation is unique, certain mistakes tend to recur — and they can strain relationships with employees, damage the company’s reputation, or needlessly complicate what comes next.

Here are 7 mistakes to avoid when managing a termination — whether individual or group — in a respectful, consistent, and human way:

1. Improvising the announcement

A termination announcement should never be improvised. Entering the meeting without a clear message, without anticipating questions, or without a structured plan can lead to confusion, discomfort, and increased distress for the employee. It often results in misunderstandings, emotional reactions, or a general sense of mistrust.

At Leduc RH, we support managers in preparing for this step through coaching and message templates. Thoughtful preparation helps clarify roles, ensure consistency in communication, and preserve the dignity of the person affected.

2. Using a tone that’s too neutral or cold

A delivery that is overly factual, legalistic, or emotionally detached can leave the employee feeling abandoned or humiliated. Terminations are first and foremost human events — they must be communicated with respect, clarity, and empathy. It is possible to be professional and human at the same time.

A neutral tone doesn’t mean a lack of humanity. The goal is to strike a balance — acknowledging the weight of the announcement without dramatizing it, and being mindful of every word and silence.

3. Saying too much... or too little

Some managers over-explain, while others remain too vague. Both extremes carry risk: they can create unrealistic expectations, confusion, or a sense of unfair treatment.

It’s best to deliver a clear, confident message without getting into personal or strategic details that cannot be disclosed. Context can be shared without excessive justification. Above all, it's important to align with the broader organizational message.

4. Making the announcement without HR present

Having a manager deliver the news alone — without HR support — is a common mistake. It can put the manager in an uncomfortable position and hinder the effectiveness of the meeting. An HR professional can help structure the conversation, answer practical questions, and provide real-time support.

Leduc RH can step into this role alongside your teams, including remotely. Our presence helps create a secure framework for the meeting, maintain consistency in communication, and avoid discrepancies across different announcements.

5. Failing to follow up after the announcement

The support doesn’t end with the announcement. It's important to follow up with the employee, share any promised information, and provide clear points of contact.

A call or email the next day — or within a couple of days — can significantly impact the employee’s overall experience. It provides an opportunity to answer questions that may arise after the initial shock, to reiterate the support being offered, and to show genuine care for the individual.

6. Forgetting the “survivors”

The colleagues who remain after a termination also experience a range of emotions — guilt, fear, increased pressure. Overlooking their experience or failing to include them in the communication process can lead to a drop in morale across the board.

Simple gestures — transparency, acknowledgment, and active listening — go a long way in maintaining trust. A message from leadership, a team meeting, or even a space to voice concerns can help avoid discomfort and prevent disengagement.

At Leduc RH, we also provide post-termination support to help remaining teams navigate change and reorganize effectively.

7. Overlooking career transition support

Offering a career transition program is more than a benefit — it's a mark of social responsibility. It helps the individual move forward more confidently, with professional guidance.

Clearly presenting this service during the announcement, and making access easy within the first few days, sends a strong message: “We’re parting ways, but we’re not leaving you on your own.”

Leduc RH offers customized career transition programs designed for both managers and employees, delivered by certified coaches.

Conclusion

Avoiding these common mistakes helps ensure a more respectful, smoother, and more human termination process. A well-prepared announcement, delivered with empathy and followed by structured support, can make all the difference — for the employee and for the organization.

Looking to equip your managers or implement meaningful support during terminations? The team at Leduc RH is here to help — before, during, and after the announcement.