When Unexpected Firings Shake Workplace Trust
The Situation
I've worked at my company for six years, where firings typically only happen to obviously underperforming employees. When people leave voluntarily, they announce it themselves with proper notice. When HR sends an abrupt "goodbye" email without warning, it usually means someone was fired – and usually for clear performance issues.
Recently, something unusual happened: two long-term, seemingly high-performing employees were terminated about a week apart. One had been here nearly a decade. Both received the standard HR departure email with no explanation. This has created unprecedented anxiety in our usually quiet, low-drama workplace. People are especially curious because one terminated employee is related to a current staff member.
I'm worried and confused: What could have happened to these valued colleagues? Who might be next? What questions are appropriate to ask, and to whom? Should I just trust management's judgment?
The Response
### Why Firings Can Seem Sudden
1. Hidden Struggles
- Performance issues aren't always visible to colleagues
- Problems may only be apparent to direct supervisors
- Some employees keep performance warnings private
2. Non-Performance Reasons
- Policy violations
- Confidential issues
- Ethical breaches
- Personal conduct matters
### What Employees Can Do
1. Assess Your Company Culture
- Review your experience with management's fairness
- Consider your direct supervisor's track record
- Evaluate the company's transparency in general
2. Have a Constructive Conversation
Instead of asking about specific terminations, try this approach with your manager:
- Express surprise about the recent departures
- Ask about the company's general performance management process
- Request clarity on how warning systems work
- Say something like: "I value feedback and would want to know if you ever had serious concerns about my work."
3. Focus on Your Own Position
- Ensure regular feedback from your supervisor
- Maintain open communication about expectations
- Document your achievements and contributions
- Address any performance concerns proactively
### The Bottom Line
While you may never know the specific reasons for these terminations, use this situation to:
- Evaluate your trust in management's fairness
- Strengthen your communication with your supervisor
- Ensure you understand performance expectations
- Build your own professional security through documentation and regular feedback
Remember: Good employers have clear, written policies about performance management and termination procedures. The best protection against unexpected termination is maintaining open communication with your supervisor and consistently meeting or exceeding expectations.