Discuss steps to follow when developing a termination message

What will be an ideal response?

Answer: Termination messages should always be written with input from the company's legal staff, but there are general writing guidelines to bear in mind. The reasons for termination, whether it is the employee's performance or a business decision unrelated to performance, should be clearly presented. The reasons should be presented in a way that cannot be construed as unfair or discriminatory. Follow company policy, contractual requirements, and applicable laws to the letter. Avoid personal attacks or insults of any kind. Ask another manager to review the letter before issuing it. An objective reviewer who isn't directly involved might spot troublesome wording or faulty reasoning. Deliver the termination letter in person if at all possible. Arrange a meeting that will ensure privacy and freedom from interruptions. Any termination is clearly a negative outcome for the employee, but careful attention to content and tone in the termination message can help the employee move on gracefully and minimize the misunderstandings and anger that can lead to expensive lawsuits.