Fired? Here's an exit strategy. (You're Fired!).

FOR MOST PHYSICIANS, getting fired seems catastrophic. It isn't. Nor does it have lasting career effects unless you have had a series of firings, in which case you need to do some serious self-examination or rethink your career. Who gets fired in a boom job market? People are fired more often for things they failed to do than for mistakes they made.

Here are the new rules of engagement.

* There is no probationary period today. Every organization expects new hires to hit the ground running. If you don't get results right away, you're in danger.

* Resistance to technology--or any kind of inflexibility--is a quick ticket out. Are you dependent on someone else to do your reports or presentations because you don't know the software?

* A lack of emotional commitment to the role you're hired to play is usually fatal. This does not mean you must be emotionally committed to the organization, but you must obviously like what you are doing.

* Personality defects that keep others from producing are not tolerated. For example, you are more autocratic than younger workers will tolerate. If turnover rises, you will take the hit for that.

* The most common reason for firing is lack of fit and it usually happens within six months. "Lack of fit" means you and your boss (and/or the organization) have different values and management styles.

The game plan

Whether you're laid off or fired, don't ask for explanations. The fact is, the people with the power to get rid of you don't want you to stay. The more you try to force explanations from your boss, other managers, or HR, the more you motivate them to look for (or make up) flaws in your performance. This will wound your self-esteem and distinct you from focusing single-mindedly on your job search. What matters is maximizing what they'll do for you on departure. To get the most favorable terms with the least financial and ego damage here's a game plan.

1. Get a favorable reference--in writing--from your boss. Also valuable are testimonial letters from co-workers, subordinates, patients, and other managers. Solicit these. Unless you and the boss had a public blowout, there's no reason for him not to put your strengths in writing.

2. Gather work samples and good performance appraisals you've received. This is important in case your former boss "FORGETS" she gave you a glowing letter of recommendation. You can gently remind her that she's about to make a fool of herself by sending her a copy of the appraisal she wrote. It works. Your goal is always to limit what can be said negatively about you.

3. Negotiate for as much severance pay as possible. Yes, you can get severance even if fired for cause. You have no legal right to severance unless you have an employment contract, but severance pay is conscience money. You benefit and their guilt is absolved. You also give up the right to sue them later. (If you believe you were fired for an illegal reason--such as age or sex discrimination, health, etc.--you may have a legal case. Otherwise, take the money and go quietly.) Your weapons are an appeal to fairness (it works occasionally) and your ability to make them feel guilty. Ask for more than whatever is customary if they would hate to see the whole ugly story in the industry grapevine. It's not necessary to mention this; hiring you may have been more their mistake than yours in taking the job. Even if you were there less than a year, ask for six months severance.

4. Negotiate for outplacement assistance. Get a budget and shop for the best services. Get references from people who've worked with each firm. Interview them. Is it a formula approach? Has the firm worked with physicians before? With what results? A glittering name means nothing if the firm has never worked with health care people.

5. Gather contact names from co-workers. Even in a hot market, contacts save hours of time and effort. In a cooler market they're essential. Your subordinates-especially the new hires--are the best source. Their contacts are still fresh. Even your boss can be approached for names, especially if he is feeling remorse for having done the deed. You may not have chemistry with him but this is not a one-size-fits-all world.

6. Leave in style. Write a letter of resignation to your boss. (Do not use email.) Talk positively about what you've accomplished and learned. Say how much you've enjoyed your association with the organization. Thank your boss for her support. This is blatant flimflam, but it's necessary. Your letter will end up in your HR file. That's why you must be positive. Who knows who may ultimately read it? How about someone in HR asked for a reference who has never met you? What's in your file will be reported.

Personally thank everyone who's helped you and follow up with a handwritten note. Do not explain your departure or attempt to justify it. The grapevine will take care of that. Anything you say will be remembered, so leave a trail that's positive and appreciative. People will remember your absolute class in the face of provocation.

Leave your work in good order. Leave notes for your successor about work in progress. Offer to talk with or train a successor. It's unlikely your assistance will be wanted, but it's still important to make the offer.

Never discuss any of the juicy details surrounding your departure with HR during an exit interview. Tell them nothing. If your accusations get back to your boss--and HR is nothing if not porous--your reference will be compromised until the boss' retirement. HR works for the enemy, not you.

Don't threaten to blacken the organization's reputation in the industry. How would that help your career? If they were such schmucks, why did you work for them? Potential contacts will also be offended by your lack of class. Do not attempt to settle old scores before you leave. Don't give anyone a piece of your mind or any controversial advice. With people moving from job to job with lightning speed, your co-workers are likely to meet you at the job after next. They could rehash your story to your political devastation there. Go with your dignity intact.

Conclusion

If you've been fired for cause more than once, you must correct your deficiencies pronto. Technical skills can be updated. Management skills can be learned. Get a therapist or some other kind of assistance for personality or attitude defects. Your long-term career depends on it.

RELATED ARTICLE: The Exit

Whether you're laid off or fired, don't ask for explanations. The fact is, the people with the power to get rid of you don't want you to stay. What matters is maximizing what they'll do for you on departure. To get the most favorable terms with the least financial and ego damage here's a game plan.

1. Get a favorable reference--in writing--from your boss. Also valuable are testimonial letters from co-workers, subordinates, patients, and other managers.

2. Gather work samples and good performance appraisals you've received. If your former boss "forgets" she gave you a glowing letter of recommendation, you can gently remind her that she's about to make a fool of herself by sending her a copy of the appraisal she wrote. Your goal is always to limit what can be said negatively about you.

3. Negotiate for as much severance pay as possible. You can get severance even if fired for cause. You have no legal right to severance unless you have an employment contract, but severance pay is conscience money. You benefit and their guilt is absolved. You also give up the right to sue them later. Even if you were there less than a year, ask for six months severance

4. Negotiate for outplacement assistance. Get a budget and shop for the best services. Get references from people who've worked with each firm. Interview them. Has the firm worked with physicians before? With what results?

5. Gather contact names from co-workers. Even in a hot market, contacts save hours of time and effort. In a cooler market they're essential. Your subordinates-especially the new hires--are the best source. Their contacts are still fresh.

6. Leave in style. Write a letter of resignation to your boss. Talk positively about what you've accomplished and learned. Say how much you've enjoyed your association with the organization. Personally thank everyone who's helped you and follow up with a handwritten note. Anything you say will be remembered, so leave a trail that's positive and appreciative.

Marilyn Moots Kennedy

Marilyn Moats Kennedy is Managing Partner, Career Strategies, Inc., Wilmette, Illinois, and a long-lime member of the ACPE faculty. She can be reached at 1150 Wilmette Avenue, Wilmette, Illinois 60091, 847/251-1661, via fax at 847/251-5191, and via email at

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