"When an employer is making a decision to move on, I would hope they do it in a dignified way. Frankly, as a person in the recruiting business, that is more often than not the case."
Softening the blow of these decisions, can be as simple as both parties understanding the decision, according to best-selling author Jon Gordon.
"Sports and business are very competitive and we live in a very competitive world right now," said Gordon. "To survive and to thrive, you have to be your best and bring in the best people. I don’t really fault businesses for that. I believe you have to do what is in the best interest for the business, but people also have to know that this is how the world works. The idea of loyalty and staying with one team or company is gone."
"We have to understand the rules of the game," said Gordon. "Employees needs to go into a situation knowing that they are not guaranteed a job for life and employers need to know that in no way are employees guaranteeing loyalty forever. Things would be better if more employees had those conversations. When there is a communication, honesty and transparency on both sides, it does work."
Even if loyalty may be a thing of the past, consideration must still be present. Mary Gentile, author of "Giving Voice To Values: How To Speak Your Mind When You Know What's Right" (Yale University Press, 2010), said: "If it is clear that the organization does, indeed, have the right to take this action, then the question becomes: Do they act [to] satisfy their responsibilities to the organization as well as to the employee they are dismissing?"
In the case of Manning, who now is free to sign with any other team, "we are not talking about someone who is making minimal wage and just getting by paycheck to paycheck," Gentile said. "But on the other hand, his future is somewhat uncertain given his injuries, and the general categories for consideration are still relevant."