And here's the subhead: "Should it be done via email?"
Email and company memos have been the medium of communication of huge corporations. But what happens when something as sensitive as being laid off or "filed for redundancy" occurs? It's not like you did a bad job or anything - in its ultimate sense, it was the company's fault for you having to leave.
Thus, should this be done in a very impersonal way via email? David Maister has this to say:
I actually think I can make a case for the virtues of the email approach. I once wrote that all business decisions contain a finite amount of pain, and you get to choose – either a lot of pain for a few people in a short period of time, or a little bit of pain for a larger group of people over a longer period of time. Guess which (in general) I would recommend? You got it – if you HAVE to choose, I think it’s better to get things over and done with as soon as possible. And if that means it has to be relatively impersonal, then that’s what it’s got to be.
Do you agree?
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