When the relationship between an employee and her or his supervisor or management turns sour, mutual trust is lost. Both sides have opposing views on who is to blame. On the whole, not so many job completely fail. But if they do, the result quite often is a painful and demanding situation both for the employee and the supervisor/employer, calling for careful attention and good communication. You gonna lose your face. In the worst case, a conflict can send shock waves through an organization, with people talking bad about each other or even starting an internal war, potentially damaging the organization.
Protection of trust
My advice to management in such a situation is to leave no doubt that all employees – including people whose jobs don’t go well – as part of the organization enjoy protection of trust. Guaranteeing protection of trust shouldn’t keep management from being quite clear about rules and expectations or even terminate a job if all else fails. What it does mean, though, is that management needs to take great care to make sure that the employee does not lose her or his face, e.g. due to indiscretions or bad talk. It is decidedly in the interest of the organization that conflicts are being dealt with in a responsible and civilized manner, however difficult that may be.