Involuntary Exit by Robin Merle

Author:Robin Merle
Language: eng
Format: epub
Publisher: She Writes Press
Published: 2021-04-14T16:00:00+00:00

CHAPTER EIGHT: TELLING STAFF, FAMILY, AND FRIENDS

“Rules” You Don’t Have to Follow

The accepted protocol, standard business practice, and advice from people who still hold jobs are in full force when it comes to “rules” about how to communicate with your staff after you’ve been fired. It doesn’t mean you have to do any of it, unless you want to. The theme at this phase of your journey and from now on is self—not selfish but self—caring for yourself. And you’ll see later how tending to yourself benefits others.

Staff are the collateral damage of your departure. If you’ve built a team, empowered members of your staff, taken pride in your staff’s development, or taken any or all of the steps to mentor talent as the natural leader you are, one of the most bitter pills to swallow is that your team has also been stricken by your dismissal. And the harsh reality is that they are still at the company—coming to work each and every day, occupying the same offices but now without a leader, or with a new leader, and with much trepidation. What will happen to me? they wonder fearfully.

When corporate change happens, people operate from their own sense of survival. Your staff is suddenly dwelling in a world of self-preservation. They’re anxious that someone is going to come in and clean house. They think, The boss got rid of her, and maybe I’m next, especially if they were known for their loyalty to you. Their fear may be so high that if you text them for any reason, even just to check on how a personal issue of theirs has resolved, they won’t answer. They don’t want to be seen linked to you in any way.

BEST ADVICE: Don’t personalize radio silence.

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