We have written before about the difficulty of losing one’s job and offered recommendations on steps to take after a separation of employment. There is more ground to cover here, as managing the aftermath of getting fired is more complex than those caught up in the midst of it might realize. Far from being a passive observer simply bearing witness to the formal end of a professional relationship, those faced with the loss of their job can take steps to empower themselves and preserve their prospects, but they can also inadvertently do the opposite. What you don’t do after getting fired is just as important as what you actually do. Here’s what not to do.
Don’t lose your cool.
As Earth-shattering as getting fired feels, it is important to maintain composure (even in those rare cases where the other party is perhaps not doing the same). This is advisable because an employee must maintain an active interest in their professional reputation. Even when an employee can’t reasonably expect a positive referral, losing one’s cool in this increasingly networked world might prompt future reports about loss of composure and lack of professionalism to potential employers down the line. Plus, there may still be an opportunity to discuss referrals even in the course of getting fired, whether from supervisors or coworkers. In any case, it is best not to burn bridges.
Don’t trash your former employer or abruptly advertise the separation.
It is worth repeating that we live in an increasingly networked world. After getting fired, there may be some temptation to communicate across your professional network about negative experiences with regard to a now-former employer. The reasons for not doing this are similar to those illustrated above; an employee has an interest in maintaining their professional reputation, and trashing a former employer will not signal favorably to other hiring managers. It is well worth it to take some time and consider the messaging around a separation of employment before letting your network in on the news. Always tell the truth about getting fired, but frame the messaging with tact and professionalism.
Don’t refuse to help with the transition.
An employee may be given notice of an end date with the expectation that they continue to fulfill their job duties until that time. Assuming the working relationship is still amicable and healthy, it is important for an employee to take any such opportunities to show solidarity to coworkers and signal favorably to management by assisting with the transition. This may come about as part of a conversation to secure a good reference after departure. Try to do everything you can to preserve what is good about the employment relationship being severed.
If you suspect that the circumstances of your termination were potentially unlawful, or if you are an employer seeking advice on remaining compliant with the law through a difficult separation of employment, we at Fernee Kelly Law are here to offer our expertise.