Your supervisor has just advised everyone that one of your
colleagues has just been let go.
“Fired?”
You are shocked and stunned for a moment, and so are many others.
“Why,” you ask yourself. “What
did he or she do to deserve dismissal?”
You feel your blood pressure
rising, as you wonder if you going to be next.
“How many others will be
fired?”
You do not need
this additional stress.
There is a lot of tension and
stress when a colleague is dismissed regardless of the reasons for his or her
dismissal or the circumstances involved. It is seldom easy, but there are
things that you should and should not do.
Consider these ten tips, particularly if you are a baby boomer or a senior.
Do not panic.
You are not the person who has
been fired. The dismissal of the other colleague is probably for reasons that
are and may remain unknown to you. Do not assume that it is your fault. Perhaps
you have been aware that this might happen or have tried to help or intervene, on his or her behalf. Regardless of what the circumstances are, not allowing
yourself to panic will work to your advantage.
Ask yourself who owns the
problem.
The terminated employee owns
the problem. It is not your personal problem, although it may affect you in
some way. When there is a termination of employment, it is because
there is a concern of some kind with that colleague. You may not know what the
problem is or if you do, in order to save your own job, you may have remained silent.
While the person dismissed owns the problem, it still affects everyone else to
some degree. It is up to him or her to resolve the problem. You may be able to assist
him or her to do so, at some time in the future.
Stay calm, cool and collected.
Your immediate reaction may be anger,
as you listen to the announcement of this person’s termination. You may want to
go to his or her defense. He or she may ask you to do that, on his or her
behalf. You may feel that you should or feel reluctant to do so, because it
could cost you your job. Your negative reaction to his or her dismissal could
lead the supervisor to sense that firing that person was not the right thing to
do. It may put you in a position of being suspect if there are issues of a
serious nature, like breaking company policy or rules. For example, the employee’s
dismissal may be due to theft or damage to company
equipment.
Continue the work assigned to
you.
Continuing to do your assigned
work in a normal manner, will encourage and allow others around you to do the
same. You should not cease working because of the dismissal of one employee,
even when it seems senseless or is a dramatic scenario. Perhaps this person has
been an employee who has not carried his or her workload. Note that your workload may increase because of the dismissal of one employee. How you
continue with your own work will be a determining factor in your own
employment.
Speak with management if there
are issues of concern.
It is often, but not always
advisable to speak to management about any issues of concern regarding a
terminated employee, particularly where dismissal may have been unwarranted.
How you talk to your supervisors or employer about your colleague or the
circumstances of his or her dismissal is important, so deal with facts and
reality. Remember that your supervisors and employer may be upset, so address
them in a kindly manner. Employee termination can be determined in accordance
with other things, including the lack of available work for that employee.
There may be a need for his or her re-training and upgrading. It can be because
of downsizing or re-structuring of an organization.
Maintain your relationship with
the dismissed person.
You may want to maintain your
relationship with the dismissed person, if he or she has been a close friend, but be
aware that doing so may also influence your thoughts and feelings about your
supervisors or employer and your job. Speak quietly and gently with this
person, recognizing that he or she may be angry, upset and in a state of shock.
Others may be upset as well, so your own personal behavior and comportment can set a
good example for them.
Advise the terminated person to
seek professional counseling and guidance.
As a friend of a dismissed
colleague, you may be aware that he or she is in need of professional
employment counseling and guidance. He or she may need financial
assistance or help in other ways. At times, it may be a good idea to suggest
that the terminated employee visit the labor board or unemployment office.
Suggest that he or she begin sending out resumes and online applications for
employment. You may be able to assist him or her in this way.
Acknowledge the reality of the
trauma associated with unemployment.
Anyone faced with actual or
even potential unemployment, is in a traumatic situation or set of
circumstances, at least to some degree. Whether it is an expected or unexpected
dismissal does not necessarily prevent the trauma. Remember that there is fear
and paranoia associated with loss of employment and unemployment, as well as
the loss of income associated with the loss of benefits, too. Not everyone
wants early retirement, even though at this time, it is a reality many baby boomers
must deal with.
Continue to upgrade and learn
new skills.
Seeing someone who is a
colleague being terminated, for whatever reason, serves as a wake up call to you, as
well as others. You start to realize that change is inevitable and that
permanency of any job, regardless of its description, may not be a realistic
expectation. Thus, continuing to upgrade and learn new skills is important for
you and others.
Remain an optimistic, positive
and happy employee.
One of the reasons that you
were not fired when a colleague of yours is been dismissed, may have to do with
your attitude towards others and your job. Employers want and need employees
who are optimistic, positive and happy. Be yourself and continue to enjoy your
day-to-day work, but allow yourself other possible options for employment in
the future. They might include a promotion.
Expect good things to happen
and they will.
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