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#YourCareer : 3 Signs You’re Being Quiet-Fired. Watch Out for these Signs. Has this Happened to You? MUst REad!

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Workplace pressure is something everyone goes through. Whether you work from home or clock in at the office daily, it’s normal to experience a bit of stress as part of a corporate company. But if you’ve been feeling a sudden change in your manager’s vibe, there may be more to it behind the scenes. This article explains what may be happening and signs to look out for.

What Is “Quiet Firing”?

According to global workplace analytics firm Gallup, “quiet firing” is a new term for a decades-old phenomenon at the workplace, wherein employers try to make workplace conditions worse for employees they want to “squeeze out” of the company. Whether it’s company downsizing or trying to avoid redundant positions, quiet firing is a way for management to avoid the hassle of firing or reassigning an employee.

Now, you might have already heard of “quiet quitting”, or when employees start becoming purposely inefficient and absent in their positions to justify leaving. Quiet firing and quiet quitting actually go together–when an employer starts to quietly fire an employee, the employee has no choice but to respond the same way.

Quiet firing is petty, unethical, and shows signs of weak leadership. This could affect an employee’s mental health, as well as potentially damage a company’s reputation. How does one spot this? Watch out for the signs below.

Your Manager’s Attitude Changes Around You

Great managers take the time to check in on each of their team members, no matter how packed their schedules are. These scheduled check-ins mean that the company values its employees and wants to see if there are opportunities they can give to help you grow, so if you’re the only one on the team missing out, that could be a sign.

The complete opposite could also happen. Instead of being overly distant, your manager could start being hyper-critical of everything you do. From reports to projects to nonstop questions through email, they might start nitpicking every detail out of nowhere.

Your Projects Start Being Reassigned

Getting less projects assigned to you may seem like a win at first but it’s not as peachy as it sounds. Ultimately the value you bring to your team is directly related to the impact you make with your work. Projects give employees a specific purpose, so having yours reassigned with no prior heads-up is a big red flag. This also means less opportunities to let your skills shine and showcase what you bring to the table.

Task reassignments also entail being excluded from email threads and task trackers you were previously in, as well as the lack of meeting invites. Some managers do this slowly throughout months of slow contact, while some kick employees out of threads in days. A change in your calendar compared to your team’s should start setting off some alarm bells.

 

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Article continued …

Your Manager Asks You To Track Your Hours

When managers suddenly ask you to keep track of your hours and activity once you clock in, there’s a big chance they’re looking for a reason to scrutinize your work. Doing so gives employers the excuse to use empty calendar blocks, vacant to-do lists, and less-than-perfect reports as reasons to downplay all that you do.

The biggest sign that you’re getting quiet-fired? HR communications are getting more frequent. It can start off as harmless updates which later escalate to sudden meetings about workplace conduct and even subpar work. Managers who want to quiet-fire employees will involve HR in an attempt to make downsizing seem more diplomatic.

There is no doubt that quiet firing is an unethical and harmful leadership practice. It promotes dishonesty in management, and it can bring down someone’s motivation to keep putting their best foot forward at work. I hope you never have to experience it, but now that you know the signs, spot them while it’s early and be proactive to find remedies. Rooting for you!

 

Forbes.com | November 24, 2024 | Sho Dewan

#BestofFSCBlog : 14 Things to Do After you Get Fired. Rule #3- Important: Don’t Sign any Severance Documents. MUst REad for All!

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The words “you’re fired” are terrifying to hear, both for contestants on “The Apprentice” and for everyday, hard-working Americans. If you’ve just been fired from your job, your instinct might be to cry, to shout and to spend a much-deserved vacation on your couch sulking in sadness. But you shouldn’t.

Being fired does not mean the end of the road for your career. It just means you have a new full-time job: managing your finances carefully while earning new employment.

How? By remaining level-headed, persistent and proactive.  Here’s what to do if you have just been fired.

1. In the room when it happens, there are certain things to avoid.

Whether it’s a company layoff or termination for alleged misconduct, you are likely to find yourself in a room with your boss and a member of human resources. When you’re told you’re being let go, it’s important not to do a few things.

2. Don’t shout or storm off.

Managing a professional relationship with your employer may be crucial to finding employment elsewhere.

3. Important: Don’t sign any severance documents.

Not yet at least. U.S. News recommends running any offered severance package by a lawyer; you may be able to negotiate for a better package. In fact, Forbes suggests that you might be able to ask for more than just money: Consider asking for an extension of health and retirement benefits.

During your negotiations, you can also determine how both you and your former employer will describe your separation to third parties. If possible, persuade your former company to agree that your separation was mutual when potential employers reach out.

 

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Article continued …

 

4. Don’t resign.

If you intend to apply for unemployment, it’s in your best interest not to resign, even if your employer is pressuring you to do so. Only under rare circumstances – if it’s clear there was misconduct and you won’t be able to file for unemployment, for instance – would resigning be a wise option for your resume

5. Ask questions.

Getting fired isn’t just a list of don’ts, however. Asking questions is one critical thing you can do in the room when you’ve been terminated. Whatever you want to know, you probably have a right to know — severance details, benefits extensions, reference policies, unemployment information and why, specifically, you are being let go.

If you are emotional at the time of your firing and unable to think clearly or react appropriately, it’s acceptable to request a scheduled meeting later that day or week to discuss the details. However, if possible, it’s better to handle your questions right then and there and part ways.

6. Consider wrongful termination.

It is possible that your firing qualifies as wrongful termination. In fact, an estimated 250,000 workers are wrongfully terminated every year, according to The Balance.

Per The Balance, “an employee can be considered to have been wrongfully terminated if discrimination is involved in the termination, if public policy is violated or if company policy states guidelines for termination and those guidelines were not followed.”

Laws regarding wrongful termination are tricky, especially when employment is “at will” and discrimination is difficult to prove.

Take Dennis K. of Boston, Massachusetts, for instance. Dennis worked for a private company with very conservative values, which made his position as an openly gay man very delicate.

“I always met my goals, and my clients loved me,” Dennis recounted. “No one had any problems except my boss and a couple of the managers. But it wasn’t something provable. It was just a feeling.”

Unfortunately, his anecdotes about his boss being extra hard on him would not be enough to file a wrongful termination suit. Dennis eventually found employment elsewhere, but his story is one of many each year that demonstrate just how difficult wrongful termination suits can be.

7. In the weeks after, relax and regroup.

In the weeks following your termination, it can be tempting to freak out, to get angry or to do absolutely nothing at all. But your unemployment status should be a time when you work harder than ever — after taking a little time to relax and regroup, if necessary.

8. Go to the doctor, like, now.

It’s likely that your health insurance will be discontinued at the end of the month. Get a physical, an eye exam and a dental cleaning while they’re all still covered.

Don’t forget to look into healthcare during your unemployment, like COBRA or options on HealthCare.gov.

 

9. Take a look at your budget.

Realizing that you no longer have a dependable paycheck can be frightening, especially when you don’t know how long you’ll go without pay. Spend time with your budget, cutting expenses where possible – entertainment and travel, for instance – and dip into your emergency fund if you have one.

If things are going to be rough almost immediately (i.e., you live paycheck to paycheck), you’ll need to consider housing with lower costs, downgrading to a car with lower, or no, monthly payments or even getting a roommate.

10. Get a temporary job or side gig.

If finances are challenging during your unemployment, find a temporary job, like retail or food service.

This will also prevent a gap in your employment. In today’s gig economy, you can consider self-employment options like freelance writing or driving for Uber. Remember, though, that some gigs may require an upfront investment or may not pay out immediately.

11. Take care of yourself.

In an interview with Monster.com, Dr. Melodie Schaefer, from The Chicago School of Professional Psychology, identified self-care as a crucial practice during unemployment.

This means staying fit, whether it’s working out or taking a walk in the park, and engaged, like a game night with friends and family. Keep mentally fit by doing crossword puzzles or free brain training apps.

12. File for unemployment.

If you were not terminated because of clear misconduct, then it’s likely that you qualify for unemployment. The Balance recommends checking with your state’s unemployment office to see if you’re eligible.

In general, the unemployment office will side with you over your employer unless there is a clear, demonstrable offense for which you were let go. If you’re not sure, just go for it.

That was the biggest regret for Nichole B. of Dayton, Ohio, when she was terminated last spring for metrics that were beyond her control. Because there were some discrepancies about her performance, she wasn’t confident in applying.

“I didn’t apply for unemployment and I wish I would have. I wouldn’t have gone through nearly as much of my emergency savings as I did,” Nichole said.

Nichole’s story, fortunately, had a happy ending. Shortly after beginning her job search, her previous company unofficially admitted it was wrong for firing her and did the unthinkable. “I was approached by my former company and asked to come back,” Nichole explained. “I ended up returning because they offered me incredible pay, a better schedule and a manager title.”

13. Update your resume and start applying for jobs.

The most important thing you can do when fired is to begin looking for work again. The shorter your gap in employment, the stronger your resume — and finances — will be. The Balance explains that resumes and cover letters need not address your termination; just stay positive: “There is no point in bringing up the circumstances of your leaving until you have to.”

14. In applications and interviews, be honest.

While you can typically avoid mention of your termination in your resume and cover letter, honesty is key in your applications and interviews.

In fact, lying on an application can disqualify you from unemployment benefits and could be grounds for termination at any point, should that company hire you.

Senior talent acquisition specialist at Forrester Research, Abigail Smith, gave some solid advice for anyone who has been fired and is prepping for their first application or interview. “Do your homework on the company. See if you know anyone who works there or a second connection who could maybe introduce you to be referred in,” Smith said.

She added, though, that “honesty is the best policy when it comes to why you were fired.”

Smith and any other skilled recruiters or hiring managers will be sure to get to the bottom of your employment history in an interview. “I will typically ask what made them change companies,” Smith said. “Really what I want to know is if they left on good terms. If performance was the reason they left, how were they measured for success in that role? What limited them from performing well?

“If there is a gap in employment,” she continued, “what were they doing during that time? It could be anything from small side projects to helping a family member. We are all human. Just have a good explanation for the gap!”

In short, be transparent about your termination when asked or, if possible, find a way to bring it up before they ask and pivot with what you have done since. If it was downsizing, say so and move on. If it was performance related, explain what personal and professional steps you have taken since to improve yourself and ensure it won’t happen again.

Getting fired can be emotionally, mentally and physically draining, and, if mismanaged, the termination can wreak havoc on your finances. Be proactive in the face of termination, stay positive and don’t give up. Your next big career move is waiting for you

 

Businessinder.com | August 6, 2018 | Timothy Moore, The Penny Hoarder 

#YourCareer : You May Be Quiet Quitting, But Could Your Boss Be Quietly Firing You? A MUst REAd for All!

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Quiet firing is a largely unreported trend that has been going on for years. You may have experienced this directly, but didn’t know that there was an actual thought process and concerted effort on the part of the manager to get rid of you.

If you ever wondered why you felt persecuted and targeted, here’s what happens with quiet firings.

The Manager Has Something Against You

Sometimes a manager just doesn’t like you. The workforce isn’t different from the outside world. You become friends with some people and avoid others. The people you enjoy may share common interests and are generally on the same wavelength as you. The people you exclude from your inner circle may have different opinions or personalities that don’t resonate with you.

Bosses are human—despite what most people think—and anoint certain workers as rock stars and lavish them with attention, career-enhancing assignments, promotions, boosts in salaries, bonuses and corporate titles.

Conversely, if the supervisor never takes a liking to you, the treatment ranges from disinterest to making your work life so unbearable that you quit of your own accord.

Making Your Work-Life Miserable

To shove you out the door, the team leader will give you the worst tasks. They’ll criticize everything you do. In your boss’ eyes, you can’t do anything right. In front of co-workers, they’ll yell at you for making a minor mistake and treat it as if it is a catastrophe. You won’t be invited to important meetings. There will be conflated reasons for why you didn’t deserve a raise, promotion, stock options or bonus.

The manager will openly talk poorly about you in front of others. The staff gets the message that you’re being targeted and will withdraw from interest in you, as they don’t want to invoke the anger and wrath of the boss.

Unrelenting criticism, public humiliations, nagging, fault finding, thwarting any chances of advancements and souring senior management on you will eventually wear you down. There is only so much abuse you can take.

After a while, you realize that things will never change. You start quietly quitting, getting in touch with recruiters and searching for a new job. You figure you’d rather leave of your own accord than continue being punished and ultimately fired.

Some companies prefer to make life uncomfortable for workers, so they depart of their own volition. With attrition, businesses won’t attract the headlines, touting the number of people laid off. They also may not have to pay severance packages.

 

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Article continued …

It’s Not Your Fault; It’s Just Business

After a blazing hot economy and job market in 2021, out-of-control inflation, recessionary worries, armed conflicts in Eastern Europe, supply chain disruptions, higher interest rates and other factors substantially cooled down the growth and enthusiasm. Businesses regularly announce job cuts, hiring freezes and job-offer rescissions on a daily basis.

The unpleasant reality is that managers are tasked with determining who will stay or be selected for a layoff when conditions deteriorate and the company needs to cut costs. It’s not an easy spot for the manager to be in. They’re told by senior management to evaluate their team and ascertain a ranking of the top performers down to the least productive members. The lower-ranked people are now in jeopardy of being part of the next round of layoffs. You may be a solid performer, but unfortunately someone has to go.

Why You Feel Micromanaged And Under Surveillance

In today’s litigious society, supervisors need to be careful before terminating an employee. The firing could cause the impacted person to claim that they were discriminated against and take legal action. An accompanying public relations nightmare and backlash will ensue, sullying the organization’s reputation.

To avoid this landmine, the manager needs to document why the person was chosen to be let go. They need to continually watch over your work product and offer constructive criticism when mistakes are made or a failure to meet the required goals.

Notes will be made to your file to create a paper trail of reasons as to why your performance was not up to standards. You’ll be called into meetings with senior-level executives to discuss your shortcomings and deficiencies. This sets up the paper trail leading up to the firing.

You’ll feel watchful eyes upon your every move. The manager will feel out your co-workers, clients and other collaborators to gain a sense of the quality of your work. Intrusive stealth surveillance software may be loaded onto your computer to see if you are actually working or surfing social media, online shopping or watching TikTok videos.

Sorry, It’s Time For You To Go

As the situation worsens at work, the company now possesses all the documentation to add you to the list of layoffs. This doesn’t necessarily mean that you are a bad employee or did something wrong.

Sadly, when companies are forced to cut costs, it’s the worker who gets the shaft. The C-suite needs to watch over the organization’s finances and reducing headcount is one of their go-to solutions. Try not to take it personally, as it’s only business.

Before Giving Up, Try Talking To The Boss

Although it may be a lost cause, you may want to have a conversation with your boss. Share with your manager that you feel that you’re being unfairly persecuted. Provide facts, data and any correspondence from co-workers and clients that show you are in fact a productive worker and good at your job.

Try to clear the air. Since you have nothing to lose at this point, be direct. Let the boss know that you are cognizant that there is a target on your back, believe the criticisms are unjustified and the rude comments made in front of colleagues are inappropriate and uncalled for.

Inquire if there is a way to reboot the relationship. It could start right now with an honest, nonconfrontational conversation in which both parties speak freely and actually listen to what the other person says.

Call for a fresh new start, which will include incorporating all of the feedback the boss has offered. Since it’s a two-way street, the manager must put aside their animosity and view you in a fresh new light untainted by past prejudices.

 

Forbes.com | August 25, 2022 | Jack Kelly 

#BestofFSCBlog : #JobSearch – How to Deal with a Termination on a Resume. Great Two(2) Min Read!

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Your employer just let you go. You need to find another job, but how should you handle your termination on your resume? The days when you signed on with a company and stayed with it until retirement are gone. In today’s climate, employers are much more understanding when they see a less-than-perfect work chronology, but you still have to be careful how and when you present a termination.

Remember, your resume is a marketing piece:  positive, upbeat, and selling yourself to a potential employer. There are many reasons someone gets fired, some outside of your control. It could be corporate politics, downsizing, or poor management. But presenting the information correctly is important.

 

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Article continued …

Do not put the termination or the circumstances surrounding it on your resume. You will have a much better chance of impressing hiring managers if you deal with this question in face-to-face interviews.
If you were recently let go, resist the urge to keep your position listed as “to present” on your resume, giving the appearance that you’re still employed. You will have to explain yourself later on, and potential employers might think you tried to mislead them.

It’s a different matter if you were laid off instead of fired. In this case, you can mention the lay off in your cover letter. Employers are more forgiving of layoffs, so mentioning this might work in your favor.

Focus on your accomplishments in your resume. Your goal is to wow your potential employers by highlighting those accomplishments and skills. Even if hiring managers are wondering why you left a certain employer, your resume should be strong enough for you to receive invitations to interviews in which you can explain your situation in person.

Be sure to list all of your contributions to a previous employer, even any that laid you off. This too can be a red flag to hiring managers. Talk about your responsibilities, overall contributions to the company, and if you received any awards or special recognition. All of this will go a long way in your favor and that’s what you want.

No matter how the termination came about, you still learned skills and accomplished things at the job. Focus on these aspects when creating your resume, presenting the best pieces. But be ready to answer what you learned about losing the job as well. Being able to pick yourself up after a fall speaks to your resilience and ability to learn from mistakes.

 

FSC Career Author:  Erin Kennedy, MCD, CMRW, CPRW, CERW, CEMC, is a Certified Professional Resume Writer/Career Consultant, and the President of Professional Resume Services, named one of Forbes “Top 100 Career Websites”. Considered an influencer, she is consistently listed as a “Top Career Expert to Follow” on Twitter and LinkedIn.

 

FSC Career Blog – January 16, 2021

 

 

#CareerAdvice : #Fired – Why Closure Is So Important For Moving On After Losing A Job. A #MustRead for All!

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We’ve heard it a million times in a million different ways. You can’t embrace the future with one foot stuck in the past. You can’t go forward if you’re looking in the rear view mirror. You can’t solve problems with the same thinking that created the problems in the first place. The common theme is about the need to close out one chapter in order to embrace the next one.

There are three parts to this: 1) Accepting the need to close out a chapter; 2) Closing out the old chapter; 3) Moving on.

Accepting the need to close out a chapter

People go through the stages of grief for some changes. After a shock, they go through denial, anger, bargaining and depression before accepting the inevitable. As Elisabeth Kubler-Ross originally suggested, they do not necessarily progress through these stages in any particular order; they revisit some stages; and they may get stuck in one stage for an extended period.

This happens when people lose jobs.

Today In: Leadership

At Procter & Gamble, we’d give poor performers a warning. If they didn’t improve on their own in three months, we’d put them on a formal “Performance Improvement Plan” for another three months, giving them extra resources and support. If that didn’t work, they were put on “Special Assignment” for three months. Their only assignment was to look for another job, but they could still say they were employed by Procter & Gamble as that was true.

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Continue of article:

One of the people working for me went through all three parts over a nine-month period. At the end of his Special Assignment, he had not found a job. It’s not clear he had ever really looked for a job. I met with him on his last day to say goodbye. He asked “What happens next?” When I told him he was terminated, he got angry, saying we hadn’t given him notice. In nine months, he had never gotten past denial.

A more common situation happens when people can’t get over their loss of a job over time. The nature of our work at PrimeGenesis means that we come in contact with a lot of people moving from one job to another. We see people stuck in each of the intermediate stages:

  • Denial manifests itself in words like “We’re still negotiating next steps,” “I’m not sure I’m leaving,” and the like.
  • Anger looks a lot like blame. “My boss was a jerk.” “The owners didn’t know what they were doing.” These people have a hard time answering almost any question without attacking someone who did something to them in the past.
  • Bargaining comes out when people try to get back into an organization they left. This could be in a consulting capacity with the organization itself or with one of their suppliers or allies.
  • Depression is a real risk for people in transition between jobs. They begin to doubt themselves and have a hard time doing their best at interviews and the like.

Closing out the old chapter

Different people say goodbye in different ways. Goodbye parties, commencement exercises and the like are ceremonies to mark transitions. Some people prefer ceremonies like those. Some people prefer to fade away into the sunset.

However you choose to do it, draw a line and turn the page on the old chapter. Whether it’s moving your things out of your old office, deleting your old files, or burning your old boss in effigy, do something to mark the end.

Moving on

Saying goodbye to the old frees you to embrace the new. Of course, you should internalize the lessons about what you did well and less well. Do this not to relive those experiences again, but, rather, to help you shape your new experiences.

Everything you’ve done in the past sets you up to be the best you you can be going forward. Don’t fight denial, anger, bargaining and depression. Instead, move through them, close them out, accept your reality, and embrace your future.

Author:   George Bradt

I focus on executive onboarding and leading through points of inflection to accelerate transitions, leveraging my own senior line management and consulting experience, a…

Click here for a list of my Forbes articles and a summary of my book on executive onboarding: The New Leader’s 100-Day Action Plan.

Follow me on Twitter. Check out my website.

Forbes.com | November 19, 2019

#CareerAdvice : #YourCareer -5 Things I Wish My #Boss Didn’t Know About Me. A MUst REad for All!

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Recently, a friend of mine was fired from her job of 11 years. The reason was for a violation of a policy – a policy that had never been strictly enforced. Her evaluations during her first 10 years had been impeccable.

During that 11th year, her teenage son had developed behavioral issues and she was forced to leave work on several occasions, using personal and sick time to do so. She was honest with her boss about the situation. To this day, she is pretty certain that the termination was due to her rate of absenteeism and the fact that her boss knew her son had drug abuse issues. He was looking for a reason to fire her.

 Of course we know that workplace discrimination is illegal. And companies are very careful about this. Other discrimination, however, can be very subtle and even occur at a subconscious level on the part of a boss. Knowing about my friend’s experience, I have assessed my own situation, and now wish my boss didn’t know certain things about me. And it’s not stuff like my online degree. It’s the more personal stuff.

Here are 5 things he(My Boss)  knows that probably won’t get me fired but may color her perceptions when it is time for raises or promotions.

 My Political Affiliation

My politics are no secret, as anyone who views my Facebook page knows. And I am pretty open about them with co-workers. My boss clearly knows, and that could influence her decision about a promotion, because we are not on the same side of the spectrum.

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What Skill Sets do You have to be ‘Sharpened’ ?

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 My Wife’s Income

My wife holds a top executive position, and while my boss doesn’t know her exact salary, she certainly can guess the range. My boss might not think I “need” a big raise because we are doing well already, and a promotion might go to someone else who is struggling more than me financially.

 My “Second” Job

I do some freelance work on the side, not because I need the money, but because it is nothing like the work I do during the day, and I enjoy it. Now I am wondering if my boss thinks I am not giving my “all” to the company. And if the company ever adopts a policy against moonlighting, she’ll have to address it with me. If I hadn’t opened my mouth, it would never become an issue.

 I Was in Therapy Once

To me, going to therapy if there are personal issues is the smart thing to do. I now realize that there is still a stigma attached to this in the minds of many, and I wonder if that includes my boss. She could worry that I might become unstable.

 My Religion (or Lack Thereof)

I am an agnostic, and am very open about this. And in the course of a few casual conversations during happy hours, my boss and co-workers now know this. This was probably not a wise move, since I now know that my boss is a strong Christian. Could this impact my future? I don’t know, but my beliefs should have remained private.

My friend’s experienced has wizened me. If I leave my current job for a new position, I know what I won’t reveal ever again.

Daniela McVicker

FSC Career Blog Guest Author:

Daniela McVicker

Writer at Freelance

FSC Career Blog | July 5, 2019

#CareerAdvice : #FiredEmployee – 7 Things to Do Immediately if You Get #Fired . MUst Read!

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In the moment, getting fired can feel earthshattering. But for such a seemingly catastrophic event, getting fired is actually quite common. Business icons like Steve Jobs, Anna Wintour and Oprah Winfrey were all famously fired at some point in their career. In fact, in 2010 Wintour told a conference audience, “I recommend you all get fired. It’s a great learning experience.”

There are also a whole slew of reasons why the firing might not have even been your fault. Setting reasonable boundaries in a chaotic work environment, raising “elephant in the room” issues that management is afraid to address or even delivering such stellar results that you embarrass your boss can all be hidden reasons for being handed the pink slip. And if getting fired was really your fault? This is an excellent learning opportunity.

Once you get the news, you need a gameplan. You’ll want to carefully plan your next moves while at the same time ensuring that you have an exit that is seamless for all parties involved. Here are seven steps to take to smoothly propel yourself from your current situation into a cushy new gig.

1. Ask The Right Questions

Once you receive notice of your termination, a good first question to start with is: Why was I fired? While it can be painful to have your shortcomings laid out in front of you, ultimately, learning about your flaws will help you grow. That way, you’ll be less likely to repeat the same mistakes and risk getting fired again in a successive job. Plus, it’s great fodder for the ever-common interview question about what your greatest weakness is! And if you find out that the company is letting you go because of structural changes that have nothing to do with your individual performance, then it’s a weight off your shoulders.

You’ll also want to ask questions about whether there are any other positions available internally at the company, whether your employer would be willing to write a recommendation for you, what the final date of your departure is and anything else the company expects from you before you leave.

How to Address Being Fired or Laid Off in Your Next Interview

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2. Negotiate The Terms Of Your Departure

Ideally, you’ll want to negotiate the maximum severance pay you can muster. As a general note, severance is common in layoffs, but far less common when you’re fired for a cause. Except in certain cases, it’s not required by law for employers to give it. If you rely on the company for health insurance, it’s also important to put a focus on extending your health benefits for as long as possible. Be sure to negotiate all of these aspects before signing any documents like a non-disclosure agreement. If the company hits you with a pile of documents written in legalese, or all of this seems like an insurmountable task, you might consider retaining an employment attorney to help you with the process. Shelling out a bit for help in the short-term might save you headaches (and money) in the long-term. If you think you were wrongly terminated — for reasons like discrimination, whistleblowing or if the company breaches their contract with you — then an employment attorney is particularly helpful, as they can help you build your case towards getting the compensation you deserve.

3. Check if You Qualify for Unemployment Benefits

If you were terminated for misconduct — such as failing a drug test, stealing or lying — you will likely be frozen out of unemployment benefits for a time, although laws vary from state to state. However, being fired because of reasons like company cutbacks, being a poor fit for the job or a lack of skills likely means that you’re eligible for unemployment benefits.

4. Reach Out to Your Network

Besides finding jobs through job search websites like Glassdoor, your network is also a great place to start scouting for future opportunities. You can start by sending check-in messages to former colleagues, scheduling informational interviews in companies or industries you’re interested in working for and building your online professional presence. While you should make it clear to people in your network that you’re in the market for a new gig, there’s also no need to openly broadcast that you were fired, unless you’re asked directly. Especially in the week after you receive the news, take time to consider how you’re going to present the story of why you were fired to others. When you are presenting a rocky employment situation to others, Kerry Hannon, career expert and author of Love Your Job: The New Rules for Career Happiness, advises: “It’s always reframing it into what you learned from that experience, not why it was a bad thing.” Turning the story into a blame game is often less than professional. “Don’t blame them, and don’t blame yourself — just say it wasn’t a good fit,” says Hannon.

How to Network

5. Start Brushing Up Your Resume

After you receive notice about your termination, it’s never too early to start prepping for job applications. Start by sprucing up your resume with the details from your most recent job, as well as any skills you obtained during it. And, if it’s been a while since you last updated your resume, you might want to consider a complete resume overhaul — these templates are a great place to get inspiration.

6. Set Job Alerts

Although you still might have a few weeks to finish up at your current gig, the job search doesn’t need to wait until after you leave. While you might not have time to do an in-depth search while still heading to work every day, using job alerts can save you time in the job search and get a headstart on finding your next gig. Glassdoor’s job alert tool allows you to receive emails every time a job you’re interested in is posted. You can even filter the results based on categories like company rating, location, company size and more.

7. Have Faith In Yourself

In 2018, a 10-year study of over 2,600 executives published in the book The CEO Next Door revealed that of the executives who got fired during their career, a remarkable 91 percent found a new position that was as good — or better — than their previous one. Getting fired is by no means the end of your career. In fact, it’s an opportunity to do a sober assessment of what your career goals are, and the elements you need to shift to achieve those goals.

 

GlassDoor.com |  | Posted by 

#CareerAdvice : #LaidOff – What Not to Do If you Get Laid Off or Fired.

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When you’re out of work, no matter how you became unemployed, it’s tempting to dwell on what happened. That can be a dangerous road to go down, as focusing on the past can prevent you from achieving your future.

Yes, you may get asked about why you’re unemployed during a job interview, and it may be tempting to use that as a way to tell your side of the story. That, however, is a bad idea. Take the high road. Offer a factual answer, but don’t elaborate if at all possible–and bring up something positive.

Be upbeat even if you were wronged by your previous employer. Tell the truth, but keep it brief, and focus on your desire to find new challenges, not any bitterness you have over what happened.

1. NEVER DISPARAGE YOUR PAST EMPLOYER

In many industries, all of the major players–and maybe even the minor ones–know each other. The person interviewing you may know your past boss was difficult to work for or that the company has a terrible reputation.

That might lead the interviewer into opening the door to critiquing your past employer by leading off the criticism. Don’t take the bait. It’s fair to say “there were challenges, but I prefer to focus on what I learned from handling them.” Remember that even if the interviewer opens the door, you don’t have to walk through it.

 

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2. DON’T BASH YOUR OWN CHOICES

Focus on the opportunity ahead of you, not what might have gone wrong in the past. You, for example, may regret not leaving years ago–before a layoff or before market conditions forced you to quit. Don’t bring that up. Keep the conversation on the opportunities ahead of you, and use your past to demonstrate how you’ve built the skills for whatever is next.

It’s also important to make it clear that you’re excited about your future and not moving on because you have no choice. A lot of journalists, for example, have missed out on opportunities in public relations or other fields, because they spend time during interviews talking about the deterioration of their former profession. Employers want employees who want to be there, not people forced to do something else.

3. DON’T BE OVERLY WISTFUL

It’s fine to express admiration for your past employer. You don’t, however, want to act like a jilted boyfriend or girlfriend. Maybe you would have been an employee at wherever you worked forever if it was your choice, but your new employer doesn’t want to hear that any more than a new person your dating wants to hear how you’d take your ex back in a heartbeat.

IT’S SMARTER TO FOCUS ON THE FUTURE

Answer any questions you’re asked truthfully, but try to make your interview about the future. Lay out how your skills and experience make you a great candidate. Have a positive attitude, even if you just went through some negative things, and let the past be the past.

 

FastCompany.com | January 22, 2019 | BY DANIEL B. KLINE—THE MOTLEY FOOL 2 MINUTE READ

#CareerAdvice : How to Save Your Job if You Might Be #Fired .

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Getting hit with a bad performance review or a warning from HR catches many people off guard, but according to career experts, there are telltale signs that your job could be in trouble that most people ignore, whether they consciously choose to or not.

For example, maybe you see your responsibilities being handed over to other employees. “If you find your once full plate is becoming increasingly empty, this could be a red flag,” says Joel Garfinkle, author of Getting Ahead: Three Steps to Take Your Career to the Next Level.

Another sign: you’re no longer first to know information or you aren’t getting invited to those important meetings. And the most telling one of all: a bad review.

But just because the writing is on the wall doesn’t mean you can’t come back from a bad situation at work. Whether you receive a poor performance review or just suspect your boss is getting annoyed with you, knowing the signs you could be fired is key to preventing it from happening.

“If you’ve been put under performance review or feel like you may potentially lose your job this should be a warning that you take quite seriously,” says Joel Garfinkle, author of Getting Ahead: Three Steps to Take Your Career to the Next Level.  “However all hope is not lost. Taking the initiative to improve your performance is a great first step.”

Be Proactive to Save Your Job

Once you are aware your job could be in trouble taking proactive steps to improve your performance is the best way to stay employed.

“So few people who get fired for performance reasons even bother trying to do what has been asked of them. Instead they focus on the unfairness factor,” says Suzanne Lucas, operator of the Evil HR Lady blog.

Sure, you may be hurt and in defensive mode, but communication with your bossis imperative at this point. Request a meeting with your supervisor and find out what steps you can take to make improvements.

After the meeting, come up with a plan of action and give your boss a timeline in which you will achieve those goals. Ask for a follow-up review to ensure you are doing what is necessary. Remember to be humble and take what your boss is saying to heart, even if you don’t think it makes sense.

How to Create a Post-Performance Review Hustle Plan

“Do what your manager is asking you to do,” says Lucas. “It doesn’t matter if your manager is dumb or doesn’t understand — if you do what she’s asking you to do, your chances of saving your job drastically increase.”

If having a discussion with your supervisor is out of the question, another strategy is to look at the people in your department that your boss likes or is happy with. Do they come in early and stay late? Do they respond immediately to any request the boss has? “Emulate the successful,” says Lucas.

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Prevent Landing on the Layoff List

When a potential firing is due to performance, a lot of what happens is in your control. But when it comes to layoffs, often times you have little say over who will be let go. Still, career experts say there are some steps you can take to hopefully prevent you from landing on that list.

According to Lucas, cross training is one way to make yourself more valuable in a company. You may be the best accountant the company has, but if that entire department is being shut down, it won’t matter. But if you are also good at finance, you may find yourself being moved into that department.

Why You Need to Start Skill Stacking

If you hear layoffs could be coming, Lucas says to figure out what areas of the company are profitable and try to get transferred there.

“Laying off employees is one of the hardest things an organization has to do,” adds Garfinkle. “When layoffs occur, responsibilities from terminated employees have to be passed on to those that remain. For this reason, the best strategy to employ to make sure you’re not one of those that are let go is to demonstrate your effectiveness as an employee.”

 

GlassDoor.com |  | Posted by 

Your #Career : #CareerAdvice – How Do I Go from Outstanding to #Terminated ? …One of the Most Consistent Findings from my Research concerns #PerformanceReviews . Prior to Being Let Go, nearly All of the People I Interviewed had Received Glowing #PerformanceEvaluations .

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The vast majority of managers provide an annual performance review for their direct reports. We’re all familiar with the drill. Has the employee met their goals? Do they have strong productivity and attendance? Do they demonstrate customer service? Are they a team player? And generally there is a rating system that accompanies these questions. Managers fill them out, discuss the results with their employee, and send the form to Human Resources.

Performance Reviews Should… 

This “event” provides an opportunity for us to appreciate our team member, thank them for their contributions, get to know more about their own goals, and provide them feedback for professional development. Sound familiar?

It stands to reason that if an employee had something they needed to work on, a manager would address it with them — if not before the performance review, at least during the review. Unfortunately, this is often not the case.

I interviewed 65 people for my book, “Fired: How to Manage Your Career in the Age of Job Uncertainty.” They were from all regions of the United States and worked at all levels of the organization. I was intentional about getting a diverse representation of demographics, professional levels and types of employers. Every one of the people interviewed was let go from his or her job.

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Glowing Performance Reviews

One of the most consistent findings from my research concerns performance reviews. Prior to being let go, nearly all of the people I interviewed had received glowing performance evaluations. They thought they were doing a great job and their performance reviews confirmed it.

And yet they were let go.

There were a few exceptions to this; those were mostly people who had a new supervisor. In these cases, the interviewees reported having strong performance reviews until they got a new boss, and then they received a less than positive performance review.

Job Security and Performance Reviews

Although it isn’t what we managers espouse, the rule of thumb is that great performance evaluations do not necessarily mean job security. We say we will have honest dialogue. We promote coaching and training. We talk about transparency and integrity. But, as one of my interviewees commented, “I see it all the time where I work now. People get good reviews and two months later they get terminated. If someone can make a better way (to do performance reviews), they should.” I can see all the Human Resources professionals out there nodding.

Another of my interviewees asked, “How does this happen? How do I go from outstanding to terminated?” I think we can all agree that unless there are extenuating circumstances like the employee commits an egregious offense, this shouldn’t happen.

The Big Why

So why does it? A few things are at work here. First, giving an employee honest feedback is difficult. Many managers would prefer not to engage in a difficult conversation. They fear their employee’s reaction or they don’t want to address a conflict. They may not have the interpersonal skills necessary to address the issue. So people get satisfactory reviews even when they don’t deserve them. And sometimes they lose their jobs because no one intervened.

Second, sometimes the manager him or herself may not have given adequate orientation or direction about the job requirements and the organization’s culture, emphasis on the culture. Studies show that being a “fit” is more important to job security than job competence. So the employee loses his or her job because they weren’t adequately prepared.

Third, and most importantly, there are a lot of factors at play besides job performance which impacts a person’s job security, such as leadership transitions, economic considerations, and office politics and relationships. These have nothing to do with job performance.

We Can Do Better

While we can’t control every variable, as leaders we can help other managers understand the importance of clearly and explicitly stating expectations and providing the training employees need to do their jobs. It’s also incumbent on all leaders to help employees understand the culture, including the unwritten rules of the organization. And while hardly anyone looks forward to a difficult conversation, we can foster an environment where managers are encouraged, expected and taught how to provide clear instruction and feedback to employees about how they are doing their jobs. We owe it to our employees and the people they serve.

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Nancy is contributing author to the FSC Career Blog (www.firstsun.com/fsc-career-blog) & is particating member of the FSC LinkedIn Network (over 17K+ members).

 

FSC Career Blog | June 5, 2018