How to see the writing on the wall that you’re going to be fired

Most people work just hard enough not to get fired and get paid just enough money not to quit.”—George Carlin

"Getting fired" conjures up dramatic TV scenes of tears, shouting and phones being slammed down. In real life, terminations look nothing like the ones on TV. You get managed out of the organization—being 'let go' tends to be a rather quiet affair. Once a company decides to end the relationship, they move into damage protection mode. They want to reduce severance costs.

Formal warnings that you may be fired

Bad performance reviews and official notices are clear processes to let you know you are in trouble. Depending on how severe your first performance review was, you may have a chance to make corrections and improve. However, a series of critical performance reviews is a significant sign that your job is in jeopardy. Formal warnings are never a good thing. You could have received a verbal warning, a written warning, and maybe even a second written warning. If you have, know that more bad news may be coming your way.

If you feel you've done everything you can, but still have that 'I might get fired' feeling, you're probably right, and it's likely time to move on."—Andy Bailey, Petra Coach

I’m offering insights where the warning signs are so subtle that you may not even realize you are in imminent danger. Sometimes the flag can be nothing more than a gut feeling. A shift in the company culture, your job duties, or your relationship with colleagues, may be indicative enough that you may soon be let go. Pay attention, and listen carefully, you may see the writing on the wall.

The warning signs

If your boss uses one of the following phrases, you might be about to get fired.

If it seems that you are working in extremes

Either your boss is watching your every step, or they are nowhere to be found. Either way, it makes for an extremely uncomfortable environment. When they are watching over you, you feel a lack of trust. If they are ignoring you, then you are in a seemingly endless state of inertia on your project status. When you are out of the loop:

• “I didn’t think you needed to know . . . “
• You may find it hard to access essential data that would help you perform well in your job
• You are not invited to important meetings
• You are not included in critical emails
• You are not asked for your advice

There may be reasons for this happening. However, one may be that your boss has lost the trust or confidence in your abilities. This makes you vulnerable when and if layoffs happen.

“Your perks start to disappear.”

Your colleagues go to a conference, and you are not included. You are told to fly coach after years of flying business class. You lose your office and are relocated to the open space. Perks are an essential part of the job, and if you sense yours are eroding you have every right to worry.

“Put that in writing.”

Being asked to put material in writing could be a red flag that your boss is gathering all the things he or she needs to justify firing you. When your boss asks you to document anything that you do not routinely provide, they are stuffing your folder to facilitate your termination process. If your boss believes that you have wasted time or inflated expenses, he or she will increase scrutiny. Increased scrutiny is a phenomenon that is infrequently initiated by the Human Resources or accounting. Even if you are 100% innocent, it doesn't matter. Find out if you are the only one being scrutinized. If you are dealing with this, be sure to create a paper trail. Because If HR is reviewing documentation, you want to ensure that your messages make you look like the professional that you are. (This is critical if you think your boss is in the wrong.) Take your time, assume it will be used against you. Make it factual.

“Let’s bring HR in on this”

If the presence of an HR representative is ever requested to deal with a situation, you should be concerned about your standing within the company. When trained professionals are in the middle of conversations with your boss or colleagues, think 'divorce attorney.' HR is there to start the process towards the separation of you from the company. Turn the conversation into a development exercise. Ask for HR’s suggestions. They may view the problem is your boss rather than you. They may offer training. Take it. It will build your career capital. You may be able to use it with your current company or at a future opportunity.

“Can you update your job description?”

Your employer knows what is expected of you, and so do you. If you are being asked to explain what it is exactly you do to upper management, your company may be targeting to replace you.

"You're not a good fit."

It may take the form of:

• "You're not a good fit for our culture.”
• “You have a major attitude problem.”
• "Your personality doesn't seem to mesh with the team.”
• “Teamwork isn't your strong suit.”
• "Your style doesn't seem to mesh with the team.”
• "You're not a team ”

Companies today are seeking more than just talented workers who can get the job done. They are looking for employees who fit well with an organization's mission, culture, and values. I have written that the company’s talent management needs to be centred on fit. They need to hire slowly, develop intentionally, and fire quickly — that all relate to getting the right fit from the start. Treat any conversation you have about your fit within a company as a warning sign that your boss may not like you. The "lack of fit" is often code for:

• "you're causing too much friction "
• "people don't like working with you."
• "I don't like working with you."
• “We’re moving another direction, and you are not part of it.”

Managers use 'lack of fit' as the magical potion for dismissal since you are not able to dispute it. The fit is all in the eye of the beholder, and if that beholder is your boss, things will go sideways. They assume that attitudinal issues are deeply ingrained and unfixable. Our best-fit staffing process uses behavioural assessments to determine both person-job fit and person-organization fit. We recommend that it is part of the hire slowly process. It is a great tool to move from fit being in the eye of the beholder to becoming evidence-based. No one is perfect. To be successful, you have to manage those challenge area that may not fit. You may wish to create and maintain a personal development plan based on our behaviour DNA — the 23 and me of predicting career success.

If you aren't fired with enthusiasm, you will be fired with enthusiasm.”—Vince Lombardi

It may be too late, however, suggesting that you take our assessment to help you identify the areas you need to develop may be well received. If the response is negative, you have passed the tipping point.

"Do you have any feedback for me?"

A bad boss can have a massive impact on your happiness and productivity at work — so much so that you may be interested in voicing your dissatisfaction. However, regardless of how eager you are to address the issue, think twice before offering your critiques. When your boss asks, "Do you have any feedback for me?" they have often been advised by their boss to fix the situation between them and you. Your boss’ boss knows something is not working and that something needs to change. Refrain from sharing your candid opinion. Giving your boss negative feedback almost always backfires — do not even try it. It is too hard to finesse some harsh messages like 'You micromanage me’ or ‘You never tell we what you want.’ Instead, you need to "manage up." If your boss asks for feedback, offer praise — high praise instead of criticism. Rather than focusing on the sticky aspects of your boss's behaviour, point out an instance where their actions did not drive you crazy. For example, if your boss tends to be vague about details when giving assignments, thank them for the one time they provided clear expectations.

Effuse about how much you appreciated that clarity and how it helped you do your job better. Go overboard with gratitude for the transparent communication on that occasion." — Suzy Welsh

This approach is smart without being dishonest. You are shrewd. Learning how to manage your boss is not easy. It can be very beneficial to your fit and your career.

Stay alert and be proactive

Only the paranoid survive."— Intel founder and former CEO Andy Grove

Getting fired is quiet. You have to listen for it. None likes firing people. Help them out by being proactive you may be able to change the balance.

1. Evidence-based development using SuccessFinder. Even if it is too late to save your job, the insights will help you with your next post.
2. Manage-up. This technique allows you to give feedback without negative blowback. Give it a try.
3. Use HR intervention for development. Some companies use performance improvement plans as an honest effort to reignite or redirect your execution. They genuinely believe in your ability to recover. If you find yourself on a performance improvement plans, do not jump right to the assumption that you are being shoved out. Gauge the level of support and transparency that comes with it. If the turnaround plan’s attainable, measurable, and forthright, it could be that everyone genuinely is rooting for you. (And now it is up to you to mobilize.)
4. If the behavioural changes you notice among your colleagues or clients are not glaring, do not read too much into it. People are people. We are emotional creatures. We have baggage and moods and outside things going on—relationship issues, family stressors, health issues; etc. Moreover, these external things come into work with us. They display themselves as different than normal behaviour. Do not always assume it is you but do pay close attention if there’s a marked change among your peers.

Better times ahead

Your work situation may not be suitable you likely knew that. However, sometimes you need a comparison point to understand your true misery. When You start at a new job, the differences between the two work environments may be immense. Your new boss may compliment employees regularly. Your tasks may be manageable, and when obstacles arise, you may be encouraged to prioritize. We need to be trusted to do our jobs, not micromanaged. When you find this place, it will feel like You have climbed out of a dark pit and into the light.

I didn't see it then, but it turned out that getting fired from Apple was the best thing that could have ever happened to me. The heaviness of being successful was replaced by the lightness of being a beginner again, less sure about everything. It freed me to enter one of the most creative periods of my life.” —Steve Jobs