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It happens more often than many suspect, even to people who are capable and “together.”Getting fired has a horrible connotation in our culture, but on the face of it, ending an employment contract is a reasonable outcome to something that happens all the time: a well-intended, unforeseeable mismatch.

Just as a breakup between two people doesn’t necessarily indicate wrongdoing, the same can be said of a separation between employer and employee.

An employer probably won’t hash out the issue then and there (it’s not in the company’s interest, so there’s little use in pushing), but the overall “why” should be provided.

If it doesn’t sound legitimate, wait and decide if you want to push back (and how) with outside legal help.

But there are reasons beyond empathy to not to let your anger at the messenger taint the exchange.

Depending on how it goes, that person can help you out with next steps, whether that’s in severance negotiations, follow-up questions, requests or even in your future job hunt. The answer is it depends on the nature of the separation.

When I became an HR manager involved with who stayed and went, I began to see “managing out” (the industry term for firing) as a fairly run-of-the-mill business need to keep the company healthy.It was fine and never mattered as much as I thought it would. But it was also, as luck would have it for him, ultimately In fact, I remember him saying when he fired me that I should pursue writing for a living instead (I’d blogged for our company as a side project). The two-month job search that followed ate away at my modest savings and was really hard, but it led me somewhere much better. There, I truly thrived, was respected, challenged, mentored, promoted.I didn’t spend a moment wondering if they wanted me.After a rough breakup last January, I was sad and single in the Big Apple.Valentine’s Day was approaching, and this city of more than eight million people was feeling oddly lonely.

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