People get fired from their jobs for a lot of reasons, such as a company struggling in today’s economy, poor job performance, corporate politics, or even petty jealousies. Being fired is a real shot to the ego regardless of the reason. The first question one asks is, “Why?” Unfortunately, we don’t always get the answer, maybe because companies are afraid of possible litigation resulting from the dismissal or they believe they are trying to let the worker down easily. Consequently, employees are dumbfounded as to why they were fired or are left with a fabricated excuse, which, to me, can be more damaging than the actual firing itself.
Years ago, my father had to fire someone who had risen above his level of competency (aka “The Peter Principle”). He pulled the man aside, explained what he had done wrong and let him go. Years later, my father bumped into the man who was now working at another company. My father wasn’t sure how the man would react to their meeting. Actually, the man was quite warm to my father and confided to him that getting fired was the best thing that happened to him as he realized he was on a collision course with disaster in his old job and my father’s advice helped point him in the right direction. In other words, the firing had ultimately benefited the man in the long run and proved the point that keeping a poor performer does a disservice to both the company and the person.
Aside from economic downturns, employees typically get fired for a variety of reasons: incompetence, inability to grow and assume responsibility, failure to adapt to the corporate culture, excessive tardiness and absenteeism, bad attitude towards work, illegal acts, etc. In this situation, it is about you, the employee, and highlights a character flaw you may or may not be conscious of. In this situation, you should resist the temptation to become bitter, and try to learn from it instead. It must be something you have done (or not done), or the perception of what you have done. Either way, try to find the truth. If it is something concrete, that’s easy, but if it is a problem of perception, try to determine what the cause of the perception is and try to correct it. For example, maybe you were the victim of gossip or something misreported. Then again, maybe there is something in your character that causes people to perceive you as something that you are not. In other words, it’s time for some retrospection and soul searching. Regardless, do not dismiss the firing as just the ravings of a nut job. Remember, it is either something you have done, or the perception of what you have done.
This is why I’m a big believer of regularly scheduled employee performance reviews, which many people avoid as they feel uncomfortable talking about a person’s character. These reviews should not be taken lightly by either the manager or the employee. They are invaluable for pointing out the strengths and weaknesses of the employee, clearing up misconceptions, and formulating a course of action to improve the employee. Some companies have a policy of performing such a review 30 days from the first day of work, others wait 60 or 90 days. They are then reviewed either on an annual or semiannual basis. The point is, don’t take your evaluation lightly, try to understand what the manager is telling you and ask questions. Otherwise you might find yourself totally surprised when the boss fires you.
Hopefully, the person doing the firing will do it professionally. I have seen too many people stumble clumsily through it thereby turning it into an ugly affair, benefiting no one. This is why I wrote the paper “Firing Employees isn’t for Sissies” some time ago.
Bottom-line: Don’t be bitter about firings and reviews. You might not like them, but you should definitely learn from them.
Such is my Pet Peeve of the Week.
Keep the Faith!
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Tim Bryce is the Managing Director of M. Bryce & Associates (MBA) of Palm Harbor, Florida and has over 30 years of experience in the management consulting field. He can be reached at firstname.lastname@example.org
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Copyright © 2009 by Tim Bryce. All rights reserved.