When to notify a client who has been let go?
When you have a client who was working closely with an employee who has been let go, you should notify her as soon as possible after the firing. This way, she will hear the original news from you and not from the employee or anyone else.
What to say when an employee leaves your company?
In general, it’s wise to stick to something straightforward: “James is no longer with the company. We look forward to introducing you to your new contact, Jane, who has 12 years of experience serving clients in your industry. We’re excited about continuing to deliver the high level of service your company deserves.”
Why do I have to tell my clients when I’m Leaving?
Giving clients a heads-up far enough out can reduce concerns that might lead them to bolt. It may also help prevent departing employees from poaching those clients if they’re leaving to work for a competitor. If the change is for positive reasons, like a promotion within the company, let clients in on the good news.
What happens when you have to let an employee go?
Unlike when an employee moves on from your company voluntarily, firing staff means there is no planned hand off of projects or a plan for updating a co-worker on job elements. When you have to let an employee go, there are going to be loose ends and frayed emotions, all of which can impact client relationships.
Can a client see an employee leaving the company?
An employee to most customers is not ‘just an employee’. As employees can be strongly connected with the name and image of the company that they represent. Whatever the circumstances of your employee leaving the organization, this announcement can be sent to your clients regarding his or her resignation.
When you have a client who was working closely with an employee who has been let go, you should notify her as soon as possible after the firing. This way, she will hear the original news from you and not from the employee or anyone else.
What to do if an employee is let go?
If employees ask why the person was let go, say it is company policy to not release personal information. But typically, the rest of your team has witnessed the problems and knows the reasons behind the termination. If you suspect the rumor mill is cranking up and distracting people from their work, don’t waste any time.
In general, it’s wise to stick to something straightforward: “James is no longer with the company. We look forward to introducing you to your new contact, Jane, who has 12 years of experience serving clients in your industry. We’re excited about continuing to deliver the high level of service your company deserves.”