Prime Minister Rishi Sunak has today reshuffled his cabinet, following a turbulent few days. Suella Braverman has been sacked as Home Secretary, replaced by James Cleverley. His role as Foreign Secretary has been filled by former Prime Minister David Cameron, who has been made a life peer allowing him to take the role, despite not being an MP.

Kate Palmer, HR Advice and Consultancy Director at Peninsula, says, “While there’s been speculation for several days about the future of Suella Braverman, the move to appoint David Cameron has come as somewhat of a surprise.

“As a leader, it’s important to move decisively. This applies for all business leaders, not just politicians.

“If an employee is being disruptive or bringing a company into disrepute then it’s important to take control of the situation. Bad publicity can cause significant damage to reputation, reducing the level of trust that clients and the public have in you and your company.

“If an employee repeatedly acts in a way that does not represent your company values or views, then disciplinary action may be necessary. Talk to the employee, remind them of the behaviours expected and follow your disciplinary procedures as appropriate, based on the level of their actions. This could be up to and including termination.

“When filling a role, leaders should look at the experience available to them in potential candidates, choosing the person whose experience and qualifications best fit what you need. When applications come from previous employees, this shows that you have got your offboarding processes right.

“How you allow employees to leave your company is just as important, if not more, than the way in which they join. If the last impression that your employee has is a negative one, then it can leave a bad taste in their mouth. They may speak badly of you on social media, leave negative online reviews or take other actions that can damage your reputation and lead to difficulty hiring.

“On the flip side, if an employee has a positive experience then they are more likely to think favourably of you moving forward. They may look for future opportunities to rejoin the company, engage with you positively online and maintain a good relationship with their former coworkers.

“When an employee leaves your company, don’t think of it as a slight. People move on for a variety of reasons, including resignation and termination, but the way you handle this will speak volumes about you as a boss and your company. Don’t slam the door closed on them – it’s always best to leave on positive terms wherever possible as nobody knows what the future may hold.”

Image credit: David Woolfall, CC BY 3.0, via Wikimedia Commons