If you or others in your organization speak negatively about employees, it sends the message that the company does not value people and is only in the business of advancing people when it serves the company’s needs. There are times when the skill level of your employees is deficient or part of your team is under-performing. There are also day-to-day frustrations that come with managing employees. During these interactions, make sure that you speak to and about employees with respect. These individual encounters quickly become a part of your culture and an expression of your brand that reflects on you as a leader and on the reputation of your company. How you speak has a significant effect on employee morale, the efficacy of your leadership, and ultimately, the reputation of you and your company.

• When an employee leaves the company – Speaking ill of individuals who leave the organization (e.g., It’s good that “Steve” is leaving. He was not that good anyway) sends the message that employees are not valued and that the organization lacks respect for those supporting it. This not only has a negative effect on existing employees, and as mentioned above, it can also blind companies to the root causes of that individual’s departure. It is easy to blame the individual leaving than ask, “What is it about the organization would make an employee want to leave?”

• When an employee is fired. When an employee is not performing to expectations, it is rare that that individual will agree with you. This can cause hard feelings. Nonetheless, you should treat these individuals with respect. Your view should be that the organization is moving the individual to a situation in which he or she can be more successful. Regardless of how your employees leave, take the high road. Wish them well and hope that they had a positive experience and that you contributed to their personal and professional goals. You want ex-employees who think highly of the organization. Employees who leave may come back in the future. Strive for the reputation that your organization is one that employees want to work for, and how you treat individuals when they leave is an important representation of that.

Speaking ill of current or past employees causes mistrust and tension for your existing employees who are probably wondering, “Is this what they’ll say about me?” It also prevents you from taking the opportunity to see areas where you can improve and build your company culture, trust and loyalty with your employees.

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