Means firing

"I'm quitting!" Or "You are fired!"

Regardless of which side it comes from, dismissal is a sensitive issue for both employees and the company. Especially in small companies, the decision for or against an employee can have a significant impact on the future of the company. Conversely, a dismissal is in most cases an unpleasant turning point in their professional life.

Termination vs. Dismissal

If the term “dismissal” is used here, it is important to first separate the term from that of “dismissal”. In the vernacular, both are often used synonymously, but legally there is a significant difference. In contrast to the termination, no deadlines and deadlines have to be adhered to in the event of a dismissal, it takes effect as soon as it has been received by the employee concerned. However, there must be serious reasons for discharge.

The termination interview

The employee or the employer can terminate the contract. Studies show that most dismissals are given in the form of so-called termination talks. On average, these conversations hardly last longer than half an hour and take place particularly often on Fridays. If the employer terminates the contract, experts advise preparing as well as possible for the interview. After all, it is not infrequently about the future of long-term employees. In such a case, not only legal, but also psychological competence is required.

Frustration in the job

If employees submit their resignation, this is often due to weaknesses in management behavior. When employees lose interest in their job, unresolved conflicts or a lack of co-determination are often the reason. A lack of appreciation can also be the reason for frustration at work.

What now?

But what happens if an employee quits? According to a study by the personnel service provider Robert Half, in most Austrian finance departments, colleagues first have to take on the tasks that arise. According to this, 41 percent of CFOs are looking for a replacement internally, 29 percent are looking for someone from outside. Only very few (11 percent) are willing to avert termination with a corresponding counter offer. Hiring temporary employees as replacements is not a popular measure in Austria.


How can executives prevent layoffs?

  • Regular employee appraisals
  • Corporate Health Management
  • Greater involvement and more opportunities to participate
  • greater freedom of action and decision-making