By Val Matta
JACKSONVILLE, Fla. (TheStreet) -- If you've ever faced the tough job of letting someone go, you know it's not the easiest mountain to climb. The latest numbers from the Bureau of Labor Statistics indicate there were 4.5 million total separations for the month of January -- which includes quits, layoffs, discharges and other separations. No matter your situation, there's no way you won't be seen as the the bad guy. But life happens; sometimes you have to play the villain to keep your business afloat.
Here's a little secret for you, though: Your employee's disdain for you has nothing to do with being fired or laid off. It has to do with what happens next.
While letting an employee go is like a tightrope walk, the effects of a termination can be more detrimental than the dismissal itself -- and a lot of it has to do with cutting off communication after the pink slip is given. Here's why:
If you have to let an employee go, keeping them in the dark about the dismissal is pretty shady. Your former workers have a right to know whether the termination was their fault. Failing to give details about a firing puts you in a bad light and can cause a real strain.
Solve this: Exit interviews are a great way way to speak to your displaced employee about termination specifics. While they are conducted traditionally to find out what people think about your company, they can also be used as a way to state your case.