7 THINGS TO CONSIDER BEFORE PUTTING UP A BUSINESS

It has been almost  seven (7) years since my wife and I started Bright Hope Room for Growth Inc., and I am glad that we never gave up even if there were times that we really wanted to.

bright hope moving up
BRIGHT HOPE MOVING UP DAY 2018

Bright Hope is a small school with a big heart and it continues to advance as one of the premiere christian Pre-kinder and Kindergarten School in the City of Baguio.  Apart from its uniquely designed age appropriate programs, one thing that makes it different from other schools is that it offers Baby Classes for ages 1 year 8 months to 2 years and 2 months old babies.


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Currently, BRIGHT HOPE is composed of 11 employees and we are blessed to have leaders who actively manage it.  This allows my wife and I to just be around as volunteer management and academic consultants.

Looking back from where Bright Hope started, I can say that it has become a ministry just like how we envisioned it to be and we are making it a goal to continue to grow.

I’m no business guru but with seven (7) years of Bright Hope existence, let me share to you seven (7) life lessons that I learned that may be useful to those who are putting up a business or an organization:

  1. Do not quit your day job – If you are currently employed and are just relying from your monthly salary for daily sustenance -DO-NOT-QUIT-YOUR-DAY-JOB.  Resigning from work will probably apply to those who have savings that could support them for five years or more.  It takes time to grow a business and your monthly salary can help cushion your survival expenses. If you are stressed just because you don’t have enough time to be hands-on in your business, you’ll be more stressed during off peak seasons and realize that you have no cash flow. 

2. If you can, avoid investors who do not understand your vision and is just up for the money – we have different views when it comes to entertaining investors so to each his own.  But what worked for Bright Hope is not getting other people to invest. Carefully consider this especially if your vision differ from individuals who offer to invest.  The advantage of not getting investors is that we can allocate our budget to wherever we see fit without consulting other individuals. It takes away unnecessary headaches caused by clashing decision makers.  

3. Love your employees, they are a big factor why your business is a success.  I like this quote from Stephen Covey


Always treat your employees exactly as you want them to treat your best customers. 


Bright Hope’s success is attributed to the dedicated teachers and staff who sincerely love their students.  In a business or in any organization, I learned that taking care of your employees or the people who help you run the organization does really make the difference.  Give them what is due.  We enter into business so that we can earn a living, but our employees need to live too. People who work for your organization will not demand more if they see that they are getting what is just and due to them. Plus, you’ll be greatly blessed as you allow yourself to be used to bless other people.

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Bright Hope Team 2018.  This was taken after the Parents’ Orientation. (3 others not on photo, sorry guys!)

4. Exceed customer expectation – I worked for several BPOs as a call center agent and that is where I learned about the importance of exceeding customer expectation.  It actually works if you care about your customers.  Besides, they are the very reason you are there. It is true that we cannot please everybody but in the field of providing services, we try to please everyone in as much as we can. This creates regular clients and customers.  Businesses do not aim for one time customers, they aim for repeat customers and that’s what you’ll need to thrive.

5. Never stop learning – continue to develop your craft, your people, your services.  Evolving will ensure your existence even if there are other products and services that are being created everyday.  Invest in education and in trainings.  My wife had to enroll in online classes just so she can learn new preschool concepts.  I had to take up management classes just to learn how to handle people (though I did not finish it after Math came in so I am looking at other Math-less courses okay?).  The teachers at Bright Hope had to go through series of trainings including make-up lessons so they can look presentable and professional even if they already are.

make up bright hope class
Make Up Tutorial for Birght Hope teachers by Krizia Guevara.

And just recently, my wife and I attended the E-Commerce and Social Media Learning Sessions of Ms. Janette Toral held at Cordillera School of Digital Arts Baguio.

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with Ms. Janette Toral of Digital Filipino.
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Certificates given by Ms. Janette Toral during the Social Media Learning Sessions at Cordillera School of Digital Arts Baguio. 

The point is, learn new things everyday.

6. Don’t be discouraged by people who do not believe in your crazy ideas – business concepts start off as crazy ideas until they are developed and are ready for hatching. While you are contemplating on your business model you will find yourself tempted to tell your friends about it and that is normal.  Prepare to get laughed at.  That is also normal.  Remember that not everybody is born a dreamer like you. Put that in mind, okay? But don’t hold it against them, they are created to challenge you.

7.  Never, never, never give up.  There were times when my wife and I were on the verge of panicking because we were worried we could not pay the rent for Bright Hope but we just focused on answering this question:  “How can we better our services so that we can attract more parents to enroll?”  We then created program after program and blessedly, there were parents who enrolled and believed in the programs that we offered.  This kept us going.  This kept us believing that Bright Hope exists for a purpose and we will never see that purpose if we gave up. We are thanking the Lord for giving us the strength to not give up and providing for our needs.

Currently, apart from Bright Hope’s mission of sharing the good news to the children and their families, we are glad that it is able to help alleviate poverty by providing employment, a college scholarship, and a plan to subsidize skills training for children in conflict with the law.

The things that I shared are not new, but I hope it encouraged you.  We can all make a difference, hold on to that bright hope and use it to ignite a bright tomorrow.

I have to go now, my son has been playing with my phone for almost 2 hours as I write this! haha.

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My wife working on her paper as I write this blog, my son took this stolen shot upon my instruction.

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6 Opportunities for New Lawyers and Law Graduates

For some, having a Bachelor of Laws Degree can sometimes be a hindrance to landing a job. Either you are regarded as over qualified for the entry level job you are aiming for or they do not see your educational background as relevant for the vacancy you are applying for.

For New Lawyers, you might still be in the cross road as to whether you want to join a law firm, put up your own office, join the government, or just venture into other things that has nothing to do with lawyering.

Whether you are preparing for the next scheduled bar examination or job hunting as a new lawyer, here are some career paths you can take to maximize your degree or to add on to the services that you offer as a lawyer.

1. INSURANCE AGENT/BROKER

Not everyone spent a semester in their life learning about the Insurance Code of the Philippines. With your knowledge of this specific law, you can easily shed light to some common concerns of prospective clients such as the difference between a pre-need company vs. an insurance company.

You can even be creative and blend your knowledge on the laws relating to Succession and even Taxation.

With those laws in your finger tips, you have better chances of convincing your prospects to get their first insurance policy from you.

How much you’ll earn?

Limitless! Depending on the plans you’ll be able to sell and the commission plan of your insurance agency, you’ll earn an amount ranging from 25 to even 45% of the premiums your client pay on their first year.

How to start?

Choose an insurance agency that you trust so that you can easily sell their products. The insurance company will usually assist you in obtaining a license to sell insurance. You can search on the big players in this field such as the following:

PHILAM LIFE INSURANCE, SUN LIFE FINANCIAL PHILIPPINES, AXA PHILIPPINES and many more!

Get a mentor and obtain a license so that you can legally sell insurance plans. It is also best that you invest in your own insurance plan so you can sell from experience. Imagine a situation where in the middle of your sales pitch, you were asked what insurance plan you have and you answer: “None”.

2. REAL ESTATE AGENT/BROKER

In law school, you had sleepless nights reading about Laws on Property and Ownership, the Law on Sales, Land Titles and Deeds, Taxation, Contracts etc. This gives you an upper hand if you want to be successful in the field of real estate.  Your days in law school actually gave you a wholistic understanding on what can go on from the point of offer to buy or to sell up to the transfer of properties.

How much you’ll earn?

If you are unlicensed and only a referrer, they usually give 1% to 3% commission based on the selling price of the property sold. Once you get a license, you can demand 5% commission. Again, commission rates are flexible depending on the agreement of the parties.

How to start?

To gain experience, you can start selling condo units as there are a lot of developers looking for sales agents. Do yourself a favor by checking the profile of property developers so you don’t end up selling questionable properties.

Some popular condo unit developers include AYALA LAND INC., SM DEVELOPMENT CORPORATION, DMCI HOMES and others that you are actually familiar with in your community.

Or you can even do freelance by offering to sell the property of some relatives or friends who are looking for buyers. Don’t fret, you will be able to learn the tricks of the trade as you go along but first you have to get out from that bed and start grooming yourself to becoming the next real estate tycoon!

3. HUMAN RESOURCE

Nowadays, companies look for  Human Resource Personnel who has knowledge of the Labor Code of the Philippines to help them ensure zero legal liability pertaining to labor.

Didn’t you enjoy two semesters reciting on labor laws and reading jurisprudence on illegal dismissals? With that, you can actually better guide your employer in making sure that he does not violate any labor laws.

How much you’ll earn?

Salaries usually depend on your experience. HR associates can be paid a starting salary based on minimum wage while HR directors can get as high as 6 to 7 digits a month.

How to start?

You don’t go to companies and say: “Hey! I have a law degree and I’m applying for that HR Manager Position.” Unless you have prior HR experience, seldom that companies get fresh from law school people to become their HR Managers.

You usually have to climb the corporate ladder in this field which means that you have to start from being an associate, to an officer, to a manager, and a director.


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4. LAW INSTRUCTOR

If you did not pass the bar yet, you can still teach Constitutional Law  or other social sciences subjects.  Apart from constitutional law, you can also start by teaching Criminal Law to criminology students, some school don’t require that you pass the bar to teach this.

Other universities who are not that strict in law experience may also get you to teach in their law school.

How much you’ll earn?

This depends on the load you are given and the hourly rate of the school where you choose to teach.

How to start?

Apply in Universities and Colleges, of course. Take whatever load they give you just so you can gain teaching experience.

5. ENTREPRENEUR

Being an entrepreneur means you will be your own boss. You will be running your own company and dealing with hiring and terminating employees, tax implications of your business moves, contracts etc. If you are a person with a business sense, do not allow your four (4) years in law school to just go down the drain, you can use your legal training to guide you in building a business empire.

How much you’ll earn?

It depends on the business that you will be starting. Don’t immediately think that you’ll rake money on your first year. Businesses take time before you can even enjoy the fruits of your labor.

How to start?

Know your passion. What do you enjoy doing? Are there needs that you want to address? Do you have a special skill that you think you can offer to the public?

Entrepreneurs usually start with an inspiration to come up with products and unique business models that customers will embrace.  So what do you have in mind?

As for me and my wife, we started Bright Hope Room for Growth Inc., now a premiere preschool in Baguio City.  This was born out of my experience as a former tutor and my wife’s experience as a Guidance Counselor. So bank on your acquired skills to come up with a bright business idea.

6. PUBLIC SPEAKING

While I was still in law school, I usually get invited to talk to college students and I usually share my experience as a job applicant. Apart from sharing my experiences as a job applicant, I also included topics on how to prepare a resume and how to answer job interviews. Since you are a law graduate, you might want to add some topics on basic labor laws, too!

After passing the bar, my topics in speaking engagements evolved to talking about labor laws, criminal law, family, and my experiences as a drugs court lawyer.

If you want to make this as a career, you can start by sharing your experiences on something that you are an expert on. Say for example, leadership etc.

How much you’ll earn?

This depends on the budget of the inviting organization.

How to start?

Say yes to every speaking engagement where you think you can add value to the audience.

The six (6) enumerated career paths are based on my experience and not intended to limit you but to help you realize that there are a lot of possibilities.

Bottom line, you have the ability to open numerous doors of opportunity with your Law Degree, you just have to want to open those doors! 🙂

Do you have any additional suggested career option for law graduates? Comment below. 🙂


Just passed the bar? Or planning to take it?

Do you want to unlock your potential?

Take the Clifton Strengths Assessment now and book a Strengths Awareness Session with Atty. Dexter Diwas.

Click the link below.

https://dexterdiwas.com/gallup-strengths-coaching/

WHAT WILL MOTIVATE AN EMPLOYEE…TO QUIT

In the first few years that I’ve managed people, I automatically blame myself for being such a bad employer or a manager each time an employee tenders a resignation with a reason stated as – “personal”, I can’t stop but think that I might have done something that did not please them. But this changed when I studied Organizational Behavior.  

In the study of Organizational Behavior, I learned concepts of motivation that explain why employees arrive at a decision to leave the company.  My take home from this course is the fact that I no longer worry that everything is about me, my management style, or the organization that I manage.  Most of the time, resignation is a decision that employees voluntarily make due to the following reasons:

  1. Low Pay

“Low Pay” is, of course, relative.  It will always depend on the needs and wants of a person.  So a person who is receiving, say, a hundred thousand pesos (Philippine currency) each month might still leave his current employment if he sees that staying is not worth his time.

In Maslow’s Hierarchy of Needs, one of the popular theories of motivation, we will realize that almost all of us start with wanting to have a higher pay in order for us to afford the necessities and even our wants in life.

If you are an employer, your employees probably need a house, a car, a bigger apartment for his/her growing family, a more expensive school where he/she thinks his/her children can have quality education.  If your company’s offer is not enough to meet those needs, there is a bigger possibility that you will lose him/her.

If you are a start-up company and could not as yet afford to compete with the market rate, it is advised that you communicate to your employees why they are receiving what they are currently getting.  It won’t hurt to be honest with them, this in fact will promote an open communication and build trust between you and your employees. A problem will however surely arise if you give a salary below the minimum required by law or you overwork your employees and do not pay overtime pay. In the Philippines, there are exceptions to giving the minimum wage but you need to prove that you are exempted from paying the minimum rate. (Try to contact your business consultant regarding this) Likewise, there are exceptions to paying the overtime pay (this will be discussed in another topic).

     2.  No job security

For some employees, if they are already contented with their current pay, they now move to ensuring their job security. There is nothing more worrying than being in a job you like but the latter is obviously unstable. Some of the reasons that trigger stress connected to job security are the fact that an employee knows that the company is not financially stable, frequent delays in pay, and the contractual nature of the job.

An employee who loves his job but is constantly bugged by the idea of losing it anytime, might consider leaving for another company that would satisfy this need.

      3.  Unsafe/unhealthy working conditions

If an employee is threatened with dangers of harassment (sexual or otherwise)/bullying or if going to and from the work place will expose them to life and death situations prepare to have high attrition rate.

Harassment or bullying, however, can easily be avoided by a strong company policy against it.  If you are an employer, immediately act on complaints to show your employees that the same is not tolerated.  Also, an employee will usually stay no matter how bad the situation is if he/she finds that she belongs to a team or has a support group.  But if they feel alone and unsafe, they’ll be saying goodbye anytime soon.

With regard to safety of coming to and from work, one solution is to provide a shuttle for the employees or offer transportation allowance enough for them to use to pay for taxi fare.  This usually applies to big companies.  This is not mandatory but needs to be done if an organization wants to keep its employees.


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Enroll your child at Bright Hope Room for Growth Inc.  Baguio City’s Premiere Kindergarten School that offers Baby, Toddler, Nursery, Pre-Kinder, and Kindergarten Program. Visit our facebook page by CLICKING THIS.

Located at 2nd Floor, Luke Foundation Building, 90 Leonard Wood Road, Baguio City.  Contact 074-424-2647 or  09176562006.  Look for Teacher Amanda Demandante.


     4. Employees don’t trust their employers

Some employees commit to a job and later on realize that the values system in their workplace is not aligned with theirs.  This usually happens in the selling industry where organizations or managers actively promote committing bribery just so they can close the sale or win a bidding. For people who love sales but could not tolerate the idea of fraudulent transactions, they usually give up and look for another employment.

     5. No sense of fulfillment 

Money is not always the reason why people do what they do.  There are people who engage themselves in an activity or employment to fulfill a higher need, a sense of fulfillment. They feel useful when they do a particular thing or they are energized by the fact that their work has social relevance.  There are employees who have needs for continuous development and growth. Now, if they no longer get this from their organization, they are more likely to resign anytime.

To resolve resignation due to this reason, it is suggested that the management study the organization and look for opportunities where their employees are able to fulfill this need. Say, open a cross training program that would allow people to work in other departments. This will break the monotonous life of a high achiever, plus, if you are the employer, you’ll get a bigger chance to keep them.

      6. Bad Boss

I earlier said that bosses are not always the reason employees leave. But let’s face it, there is a big factor that employees quit because of how a manager runs the company or more than that, how he treats his subordinates.

When I was working for a BPO, there was not a day that my manager did not shout at us for not closing a sale or for not hitting whatever target that needed to be met.  I, however, believe that one does not need to literally roar to motivate an employee.

In another scenario, I witnessed a manager scolding a cashier while the latter was manning the cash register.  If I were the cashier, I would have wished my self dead in that situation.  I will not be surprised if that employee tendered her resignation that very day.

There is always a nice way of giving feedback.  Sometimes, the saying is true that “it is not what you say, but how you say it.”

     Now, if you are a manager, you can sleep at night thinking that it is not always your fault.  Unless, you are what we referred to as a “bad boss.”

     After the poll, readers added the following as some of the reasons why they quit:

7. Being overworked (connected with no. 1);

8. No opportunity for promotion (connected with no.5).

Photo Credit: http://wp.jsstatic.com/wp-content/uploads/sites/6/2014/09/679.jpg

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5 Screaming signs your employee is not happy and might resign anytime

     From the time that I worked as an employer-employee relations officer for some BPOs and for retained small business clients (when I was in the private practice) up to this moment that I am managing our own business, I had the privilege to observe and learn how to interpret human behavior in an organization.

     What amazed me are that the signs that will eventually lead to someone leaving the company are predictable. Let me share some indicators that will help you tell if it’s nearing goodbye between you and your employee:

1. They suddenly become frequently tardy – if your employee usually reports to work earlier than anyone else in the office and suddenly started to incur frequent tardiness (almost everyday), this is already a sign that their motivation to come to work has been affected. Their drive to wake up early has waned and they might be considering looking for another job.

If you are in charge of personnel, take this opportunity to get to know them and ask them what’s causing their being tardy. Take this cue to come up with a program that will inspire all members who are going through the same situation.

Important! Don’t forget to document this though as it might prove handy in the future in case their tardiness becomes a liability to the organization and it is already you who wants to say goodbye to them.


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Enroll your child at Bright Hope Room for Growth Inc.  Baguio City’s Premiere Kindergarten School that offers Baby, Toddler, Nursery, Pre-Kinder, and Kindergarten Program. Visit our facebook page by CLICKING THIS.

Located at 2nd Floor, Luke Foundation Building, 90 Leonard Wood Road, Baguio City.  Contact 074-424-2647 or  09176562006.  Look for Teacher Amanda Demandante.


2. They have used up their leave credits and their number of absences have dramatically increased: a motivated employee would love to be in the workplace almost everyday. They have this certain drive and noticeable liveliness at work. But a person who feels he should be somewhere else other than his workplace would usually use up his leave credits to escape the pit where he is currently in. These employees regard leave credits and the chance to be absent like “life lines” that will give them extra energy to survive the daily grind at work.

But when their leave credits are depleted, what happens next?  This might likewise be damaging to your organization so better find out what is causing it.

3. They become less productive: if at first they were usually one of those who close the most number of sales or have always submitted work before deadlines. Now, you feel like the decision of hiring them was all a mistake and you wonder where the person you so courted to join your team has gone.

This is already a waving red flag.  Their enthusiasm to deliver has already faded and allowing this to continue is harmful to both the employee and the employer.  Try to rescue him/her by getting to know what’s causing the problem and start your HR strategy from there.

4. Their linkedin account suddenly becomes updated – stalk them a little and see if their linked in account has been updated. If their linked in account became “so attractive you want to hire him again”, tendency is that they are waiting for that next head hunter to pounce on them.

5. Has facebook posts of being stressed at work – Browsing their facebook account makes you look at your life and say “thank you” that you are not on their shoes. They’ve posted a lot of depressing quotes regarding work or cryptic messages about their workmates that they recently fought with. If he is one talented guy, this person will readily grab an opportunity that comes his way.

Those are just few of the indications that your employee might not be happy at or with his work and has probably contemplated leaving soon.

What will you do then if you see those signs?

If you want to keep them, you better know what motivates them. Come up with programs that will keep them at work such as incentives (money is not always it though) or other activities that will once again ignite their love for their job.

However, if you want to let them go? Do it the right way. Document each tardiness, absence, or decline in productivity (you should be doing this from the onset anyway). Once there is enough evidence that their tardiness, absence, or decline in productivity is becoming a liability, notify them about it and impose the necessary disciplinary action based on the company policy and the law. (Avoid litigation expenses, contact your employer-employee relations lawyer for the proper way to do this)

Just to share, in my experience, there are instances where it is more beneficial for both parties (the employer and the employee) to let go of each other. To make it easier for both of you, you can talk to your employee and tell him/her that you support his/her plans and that if he/she intends to leave, he/she might as well do it the right way so that his/her performance and records will not be affected.

Assure your employees that you will give them a good recommendation for as long as they give their 100 percent dedication while they are in your organization. Sounds so ideal? I have always done this with all of my employees and we have maintained a healthy friendship even if they left the company. So somehow, it works.  It is two-pronged, a win-win solution. You get the necessary dedication while they get the needed support for their career growth.

But the bigger question will be: why would they want to leave in the first place? (But that’s another topic for another time)

So, there you go! As HR people, it may be cliche but why not take advantage of the above signs to help our respective organizations lessen attrition rate and increase productivity.

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About the Author:

Dexter D. Diwas is the co-founder of Bright Hope Room for Growth Inc., a premiere Kindergarten School in the City of Baguio, Philippines.  Apart from being a lawyer, he is also passionate about Business, Human Resource Development, and Career Advising. He is currently taking up Master of Management at the Institute of Management, University of the Philippines – Baguio.

6 Effective Tips to making “employment termination” less heartbreaking

Our organization may be small at this stage, but thankfully, we reached a point where we gained the trust of our clients because of the way we do things.  Because of this, we committed to do everything to be able to hire the best fit to join our team.


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Enroll your child at Bright Hope Room for Growth Inc.  Baguio City’s Premiere Kindergarten School that offers Baby, Toddler, Nursery, Pre-Kinder, and Kindergarten Program. Visit our facebook page by CLICKING THIS.

Located at 2nd Floor, Luke Foundation Building, 90 Leonard Wood Road, Baguio City.  Contact 074-424-2647 or  09176562006.  Look for Teacher Amanda Demandante.


In the process of hiring new team members, there will always be times that we commit lapses – meaning, we hire the wrong people. Thus, there are those who make the cut but eventually get cut.

As a Human Resource Development practitioner,  one of the important aspects of effectively managing people is one’s ability to relay the phrase – “you are fired” with less drama, less heartbreak.

I consider it an achievement being able to deliver bad news and at the same time helping the receiver look at the brighter side of the message.

Here are some tips that I can share to my fellow HR practitioners:

  1. Give the news personally and directly – There are several channels of communication, but the most effective channel to breaking down this kind of news is through a face to face meeting.  In this way, you will immediately know your employee’s reaction and be able to address it right away.

Na-imagine mo ba na makatanggap ng text message na ang laman ay tinatanggal ka sa trabaho?  Nakamamatay yan.  What if your employee received that message while crossing the pedestrian lane? What if na-shock siya, hindi nakagalaw, at nasagasaan? Dagdag kunsensiya mo pa. So better relay the message ng harap harapan.

Also, you must do it directly para hindi mukhang chismis.  Hindi pwede yung i-teterminate mo si Ana pero bago pa malaman ni Ana e alam na ni Mila dahil idinaan mo sa kanya. Diba?

2. Balance the content – One technique in balancing the content is to apply the “sandwich approach”.

This means that you say good things first about his or her performance (dapat sincere ka naman dito).  After affirming the person, carefully move to the more sensitive information, the fact that he or she committed something and that it is a ground for termination, then assure him or her that it is not the person but it is the act (kasi ganun naman talaga, walang personalan, trabaho lang).

Example:

Employer:  You know, you are a good employee etc etc. I have not heard anything bad about you. However, there is this instance that we would need some explanation. (Tell him or her the facts) Would you want to say something about it?

Employee:  Explain, explain, explain.

Employer:  Ok, thank you for giving your side on the matter.  We will use this in crafting our decision.  We are however, giving you 5 days to explain this in writing. While preparing your written explanation, please remember that this is not about you, but it is about what happened. Ok? 

Employee: Thanks. 

Don’t immediately condemn the employee.  Everybody commits mistakes and this might just be another hump in their careers.

3. Be specific – How will the employee know the specific violation he or she committed if you speak in general?  Dapat sabihin mo kung ano talaga yung violation niya complete with details e.g. incident report by a witness, cctv footage, and other available evidence.

This will avoid unnecessary debate kasi kitang kita na kung sino nagkamali.  This has saved me a lot of energy debating with employees who have the tendency to deny to death.

4. Give feedback when the receiver is most ready to accept it – there is no better timing than immediately after the incident happened.

Nawawalan ng halaga ang mensahe mo kung ang pangyayari ay nangyari ngayong araw pero next month mo pa ina-address. This only means na you are just trying to find ways to get rid of your employee at hindi maganda yan.  Siguradong pagdududahan ka rin kapag nagsampa ng illegal dismissal ang empleyado mo.

5. Be accurate; validate your information. – Before you even relay the message, gather facts and investigate.  Mahirap ang magkamali.

Can you imagine breaking a news that would possibly change someone else’s life tapos mali mali pala ang facts mo?  There might be legal implications so better get your facts straight before you present it to the person being terminated.

6. Offer Continuing support – Most of my termination meetings, thankfully, end in a good note and I enjoy the fact that we all remain friends.  To maintain relationship, assure them that you care for them and that everything happens for a reason. 🙂

Siyempre, the tips above won’t suffice if you don’t follow the legal process. May sinasabi tayong 2 notice rule sa Labor Law but that will be covered in another topic.

In order to be guided in legally terminating erring employees, it will be best to consult your lawyer.

Photo Credit: http://www.pistonandfusion.org/blog/warning-signs-fired/

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About the Author:

Dexter D. Diwas is the co-founder of Bright Hope Room for Growth Inc., a premiere Kindergarten School in the City of Baguio, Philippines.  He is a lawyer who is passionate about Business, Human Resource Development, and Career Advising. He is currently taking up Master of Management at the Institute of Management, University of the Philippines – Baguio.