In the fast-paced world of business, where deadlines, targets, and performance metrics dominate conversations, there’s one aspect that often gets overlooked: how leaders treat employees, especially during difficult times. Terminating employees due to performance issues, office politics, or creating a toxic work environment that forces them to resign may seem like a way to solve organizational problems—but the human cost of such actions leaves deeper scars than many realize.

This article explores why how you treat employees—especially during low points—matters more than the reasons behind the decision. The memory of being shouted at, humiliated, or dismissed without empathy can linger long after employees move on to better roles. Power in leadership should never come at the expense of another person’s dignity.

1. Employees Will Move On—But the Experience Stays Forever

The Reality of Termination

When an employee is fired, laid off, or forced out due to office politics or a toxic environment, one thing is almost certain: they will move on. In 2-3 months, they’ll likely find a new opportunity and begin rebuilding their professional life. They may even thrive beyond what anyone expected.

However, moving on professionally doesn’t mean forgetting emotionally. The way they were treated—whether with dignity or disrespect—will leave a permanent imprint on their memory.

The Emotional Aftermath:

• Resentment: Feeling disrespected can leave a lasting sense of bitterness toward the company and its leaders.
• Self-Doubt: Public humiliation or constant criticism can cause lasting self-esteem issues.
• Reluctance to Trust: Poor treatment can make employees wary of future employers, damaging their trust in leadership.

2. Power vs. Empathy: The Leadership Choice

In any professional setting, leadership comes with power. But great leadership is defined not by how much power one has, but by how that power is used. When managers let their ego, frustration, or personal biases dictate how they handle employees, they create an environment built on fear, shame, and resentment.

Why Empathy Is Crucial in Difficult Conversations:

• Preserving Human Dignity: Employees are humans, not performance metrics. Speaking with empathy and understanding ensures they feel respected, even when the outcome is unfavorable.
• Reputation Management: Employees who leave on bad terms may share negative stories about the company, damaging its reputation.
• Building Legacy: Great leaders are remembered not for how many people they hired or fired, but for how they treated people in tough moments.

3. The Silent Scars Employees Carry

Many employees who experience public humiliation, shouting, or harsh treatment choose not to speak about it. But that doesn’t mean they’ve forgotten. Emotional scars from mistreatment often manifest in:

• Reduced Confidence: Constant belittlement can make even highly skilled professionals doubt their abilities.
• Mental Health Issues: Stress, anxiety, and even depression can result from prolonged mistreatment.
• Workplace Trauma: Negative experiences can trigger workplace PTSD, causing distress even in future roles.

4. Transformative Leadership: How to Lead with Empathy

While terminations and performance management are sometimes unavoidable, they can be done with kindness, respect, and fairness. Here’s how leaders can create a better experience:

a. Communicate with Respect

• Speak privately and avoid public confrontations.
• Use calm, respectful language, even when delivering negative feedback.

b. Listen Before Acting

• Before making decisions, take time to listen to the employee’s perspective.
• Consider external factors like personal struggles or workload issues that may be affecting performance.

c. Provide Constructive Feedback

• Offer clear, specific feedback on what went wrong and how improvement could have happened.
• Avoid blaming or shaming—focus on learning and growth.

d. Allow a Graceful Exit

• If termination is inevitable, allow the employee to leave with dignity.
• Provide recommendation letters or career transition support where possible.

5. The Long-Term Impact on Organizations

Positive Treatment = Long-Term Success

• Better Employer Branding: Word spreads fast in today’s interconnected world. How a company treats its employees can attract or repel future talent.
• Loyalty and Engagement: Employees who feel respected are more likely to be engaged, productive, and loyal during their time at the company.
• Reputation in the Industry: Leaders known for their empathy will build positive professional reputations beyond their companies.

Negative Treatment = Permanent Damage

• Reputation Risk: Disgruntled former employees can damage a company’s reputation through negative reviews and social media posts.
• Talent Loss: The best candidates often avoid companies with toxic workplace cultures.

Final Thought: Leading with Humanity Above All

The power that comes with leadership isn’t measured by how many people you can control—it’s measured by how you treat those under your care, especially in difficult moments. Employees may forget your policies, sales targets, or business strategies, but they will never forget how you made them feel—whether with respect or humiliation.

Choose to be a leader whose legacy is built on kindness, empathy, and integrity. In the end, people move on—but how you treat them will stay with both them and you forever. Lead wisely.