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Related Experiment Videos

Fired? Here's an exit strategy.

M M Kennedy1

  • 1Career Strategies, Inc., Wilmette, Illinois, USA. MMKCareer@aol.com

Physician Executive
|February 24, 2001
PubMed
Summary
This summary is machine-generated.

In a strong job market, employees are often fired for performance failures rather than errors. Prioritize securing written references and negotiating severance to manage departures effectively.

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Area of Science:

  • Business Management
  • Human Resources
  • Organizational Behavior

Background:

  • The modern job market presents unique challenges for employee retention and termination.
  • Understanding the reasons for termination is crucial for both employers and employees.
  • Adaptability and commitment are increasingly vital for career longevity.

Purpose of the Study:

  • To identify key factors contributing to employee termination in a robust job market.
  • To provide guidance on navigating job loss with minimal negative impact.
  • To outline strategies for maximizing benefits upon departure.

Main Methods:

  • Analysis of common reasons for termination, distinguishing between failures and mistakes.
  • Examination of evolving workplace expectations regarding technology adoption and emotional commitment.

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  • Development of a strategic approach for employees facing job loss.

    • Main Results:

    • Lack of 'fit' is identified as the most frequent cause for termination.
    • Performance failures, including resistance to technology and lack of commitment, are primary drivers.
    • Proactive steps such as securing references and negotiating severance are recommended.

    Conclusions:

    • Employees must demonstrate adaptability, commitment, and a positive personality fit to maintain employment.
    • A strategic approach to departure, focusing on securing favorable terms, is essential.
    • Maximizing post-employment support and references can mitigate financial and emotional damage.