termination explanation...Help!!
I was terminated from my job of almost 4 years for "misconduct," however I did not do what I was accused of and could not prove it. There were 2 "less than satisfactory" employees who didn't like me too much and they got together and accused me of harrassment. I was the supervisor of one of them and the other I had turned down multiple times. The company took their side and terminated me. I believe this is preventing me from getting a new job. I do not want to lie to a prospective employer but I believe this is preventing me from getting a new job. How do I explain this on an application or in an interview without it looking like I'm making excuses?
You should find out what your former employer will say when contacted and go from there. For all you know, they may have a policy against giving out reason for leaving, and you may be worried about nothing. Find out what they are saying about you first. Just have someone you know call them pretending to be a prospective employer and see how much information they can get out of them. Once you have that, it will be easier to decide what you need to say to prospective employers for damage control. If you don't want to do that, you can just say what you said here, that two former co-workers who didn't get along with you filed a complaint against you. Even though you did not do what you were accused of, you weren't able to prove it, and the company decided to terminate you despite lack of solid proof of your alleged wrongdoing. You have always found it important to be professional at work and to watch what you say and do, and you would never allow yourself to behave in a manner that might be offensive to those around you, which is why you are particularly saddened that things have turned out this way. If you have former co-workers who will agree to act as your references, let the interviewer know that you do have professional references who will attest to your character and work ethics. Just make sure you don't come off bitter or as though you are making excuses. Explain the situation as briefly and unemotionally as possible and move on. Look the interviewer straight in the face as you are explaining it, don't look down or to the side. Don't badmouth anyone, and don't dwell on it. Good luck! You absolutely have to start with finding out what your former employer will say, then you can work with that. The "they're picking on me" defense won't fly, even if it is true. You also need to ask yourself, was there ANYTHING at all that you did or said that could have been misconstrued? Was there the tiniest bit of truth in anything that they claimed? If so, you need to own up to that, not only for getting the next job but more importantly so that you don't lose the next job the same way. So, you might say something like: I was terminated due to communication difficultlies with two of my staff. In looking back on it, I realize that I could have done more on my side to ensure that they didn't take what I said the wrong way. I've learned that sometimes I can come off a bit harsh when I really mean to come off in charge. I've learned a huge lesson from this and am now very aware of what I say and how I say it. I've even signed up for Toastmasters (www.toastmasters.org) so that I can practice my communication skills and improve in this area. Something like that ... And I do recommend Toastmasters. They're supportive, great networking, inexpensive and everywhere. Tess I have to respectfully disagree with Tess. If you really have done absolutely nothing wrong, you shouldn't have to say that you did. However, you do have to be honest with yourself, and if you think there may be some truth to their accusation, then you should do what Tess says. People do sometimes get terminated because of politics and not necessarily something they did. I don't know that admitting wrongdoing even when you don't actually feel this way is the best way to go. Is there anyone at that place who can vouch for you, perhaps a former supervisor who liked you in the past, but who was no longer with the company when you were terminated? Maybe a co-worker you got along with, or a former subordinate? If so, make sure the interviewer knows that. Do you have references from other places you've worked? If you can produce good references from your other jobs who can talk about your skills, character, and professionalism, that can be immensely helpful as well. Definitely find out what the employer will say before you do anything.
What specifically did they accuse you of doing? It's difficult to suggest a good way to handle this question without knowing specifically what we are dealing with here. Even if your former employer does not tell the prospective employer why you were dismissed, or even that you were dismissed, it's best to stick as close to the truth as possible in your answers. It's a small world and you never know who you can run into down the road if you do get the job, or whether the prospective employer may know someone at your former company who could tell them things "off the record". So, if you can explain in a little more detail what you were accused of and what circumstances may have prompted the accusation, that would make it a lot easier to come up with an appropriate response.
I didn't say they had to admit wrongdoing if there was none. I said that the "they're picking on me" defense won't work even if it is true and if there IS any truth in it, they have to address it. If there's no truth at all in it and the poster is totally sure of that, then they're going to have to find out what is going to be said before they can proceed and we can offer more suggestions.
Tess In my interviewing book, I cover the question of having been fired. Now the important thing to remember is that people get fired for one reason or another, and so it's not uncommon. The key is the reason for your having been terminated. Since it was for "misconduct," which is a biggie, that's something an employer will definitely focus on. But will it automatically hurt your chances? As I say in my book, it all depends on how you handle yourself. My suggestion is to be completely honest with them and let them know what happened. Taking responsibility for one's actions is critical! But don't drop it there or you'll be dead in the water. You need to continue on saying that you've learned from your mistake and haven't repeated it, nor would you ever do it again. So it's super important to demonstrate that you've taken full responsibility for it, have paid the price for it, and now realize it was wrong. That shows you won't repeat it again, and that's reassurance to the employer.
You need to find out what the former employer will say. I agree, you should have someone call and ask questions. Sometimes an employer will refuse to answer any questions that will reflect negatively on a former employee. They are afraid of lawsuits. This could be your situation, as there isno real proof. They may not even indicate you didn't leave of your own accord. If your "friend" finds this to be the case, don't bring it up unlessthe employer does. Commonly, it's part of the application. Just saysomething like philosophical differences or personal differences. Don't elaborate unless pushed, be as brief as possible, never assignblame. Karen All, Thank you for all of the responses. I will defintely have someone contact my former employer to see what they say. As for me "learning from my mistakes," I was accused of something that I did not do. I could not prove that I did not do it however and was terminated because I could not prove my innocence.
Thanks again!! I was fired after 17 years with a company. My work habits were exemplary and I could not undertand why my company would side with a new manager. I was hurt and humiliated. But I told myself, my former employer will regret firing me. Well, recently the manager who fired me was fired too. And now I am working in a company that recognizes my former company made a major mistake in siding with a manager who was a liar and scam artist. During job interviews, I look at the person's experience. If they held jobs for 10+ years or more, I do not put too much emphasis on firings. Like other posters here say, firings occurs all the time. But if there is a string of firings within 10 years, then that piques my curiosity. As long as it was gross misconduct like theft of product or money, I usually let it slide as a personality conflict becuase I know now corporate managers function. They function as it is all about me, me and me! I also agree with Tess on this thread too. She always offers excellent advice! | |
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