Leadership comes in many forms. Times of adversity showcase those with the courage to speak truth to power and stand up for themselves and others. This article focuses on being that advocate when you perceive efforts to subtly push you out of your job through "managing out" tactics.
We'll cover how to manage yourself professionally when targeted for a forced resignation and proactive ways to guard against finding yourself on the receiving end of a quiet firing initiative.
Before exploring advocacy strategies, let's define the scenario. Managing out refers to systematic, thinly-veiled efforts by management to pressure an employee to quit instead of formally terminating their employment.
Leaders resort to these constructs to skirt more complex disciplinary procedures or safeguards around firing staff directly. It allows companies to claim the employee "voluntarily resigned," often without paying severance or offering benefits continuation.
Hallmarks of managing out include:
No single indicator confirms managing out is occuring. But patterns matter.
Understanding likely motivations provides context for responding appropriately. Common drivers include:
Poor Management Skills - Leaders lacking human resource process know-how leverage brute force removal to bypass formal discipline protocols.
Cost Savings - Avoiding severance obligations by eliciting a resignation reduces expenses.
Litigation Risk Mitigation - Circumventing requirements to show cause for dismissal limits legal exposure.
Harassment Concerns - Eliminating "problem employees" without proper justifications risks retaliation claims.
Savvy leaders handle performance issues with transparency, objectivity, and compassion - managing out betrays none of those principles.
Have you noticed concerning changes making you feel your days are numbered? Signals prompting employees to wonder "am I being managed out?" span subtle to obvious:
Documenting these developments positions you to manage the situation and protects your rights.
Wondering how to manage yourself from being managed out when suspicions arise? Handling adversity requires courage, professionalism, and wisdom.
Don't Resign - However bleak circumstances seem, avoid quitting as it forfeits rights.
Involve Allies Thoughtfully - Discuss concerns discreetly with unbiased parties before reacting. What feedback do they have?
Confront Issues Maturely - Arrange an open dialogue with leadership to share observations, align on expectations, and reset relationships.
Exercise Procedural Options - Review appeal mechanisms within policy manuals if management conversations falter.
Mitigate Harm Proactively - Discreetly network internally and externally should severance become necessary.
Advocating requires non-defensive, good faith efforts toward resolution whenever possible paired with responsible contingency planning.
Wondering how to protect yourself from being managed out as much as feasibly possible? Proactive measures enable resilience.
Develop Key Skills Pursue continuous learning opportunities and diversify your capabilities to sustain value. Both technical and soft skills matter.
Perform Strongly Produce consistent, high-quality deliverables resistant to contrived criticism. Quantify achievements.
Expand Your Network - Cultivate positive connections with colleagues, clients and leadership beyond just your direct supervisor. Visibility into your contributions reduces vulnerability.
Embrace Feedback - Routinely solicit insights on your work rather than waiting for formal reviews. Spotlight improvement areas early.
Communicate Clearly - Document agreements, milestones, and acknowledgment of your successes. Leave minimal room for ambiguity around achievements.
Know Your Rights Understand legal protections, personnel policies, employment terms and binding contracts. Ignorance is not bliss.
Times may occasionally necessitate a job transition. Handling adversity with courage, maturity, and wisdom allows for managing change on your terms while showcasing leadership.
Facing perceived efforts to force your resignation rather than transparently address issues requires resilience and principle. Document circumstances methodically, seek insights widely, have good faith conversations directly, involve procedural resources judiciously, and contingency plan responsibly.
Stay solution-focused, take the high road, and don't forfeit your power needlessly - you've got this! Leadership shines brightest under pressure. I believe in you.
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