Building an environment where employees feel appreciated and are loyal to your company involves many different components. How much you pay your people may not be the main factor that determines their job satisfaction, but your business will surely suffer if you don't adequately compensate them. Read more in this excerpt from Hug Your People by Jack Mitchell.

Job winners and losers in hard times (AP)

AP - Hospitals, schools and the assembly line at an airplane factory look like pretty good places to be with a recession looming and unemployment rising. Construction workers, real estate agents and auto workers aren't expected to fare as well.

o Has the boss followed the company's policies and methods? Typically the worker's legal counselor will ask for a positive cover story during settlement talks for a negotiated separation (high-risk). This affects overall company profitability and jeopardizes every worker's position in the company. Therefore, you'll need a worker termination letter sample. You can never be too careful when sacking a jobholder and when developing an exit interview policy - the small business depends on it. This refusal can be direct, such as blatantly refusing to do something you or another supervisors tells him or her to do. You must prepare to make clear the worker's separation to several different people and groups, including. My advice is you should continue with a high-risk separation only as a final alternative. These dimissing worker techniques can be powerful if there are problems later. Some sole proprietors and human resource personnel tend to lash out at troublesome workers, causing a scene in the workplace and possibly doing more damage than the troublesome employee. The personnel holding these positions are fired. Many managers, owners and human resources professionals believe you need a jobholder handbook before you can layoff someone.

Your worker may get a quick release from jail. MORE RULES: Mass Layoffs And Early Retirement Packages. Now that you have prepared all of the documentation for the termination meeting, it is time to call the worker in and notify him or her of the layoff. Whether the manager should use escalating discipline such as warnings or notices of reprimand or should separate the jobholder, depends on how the worker misbehavior occurs.