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Without finding out "why" he/she was fired? A highly productive team member can also be a toxic team member if they make members of the team uncomfortable or is

Without finding out "why" he/she was fired? A highly productive team member can also be a toxic team member if they make members of the team uncomfortable or is a bully or condescending or.... or.... However your point is well taken in the sense that if the employee does take it personally and then spins a tale, in front of the team, that makes them look innocent and paint the company as vindictive or unreasonable, then yes it would affect team morale but that is easily remedied by managers being candid. We are actually going through a similar situation right now where I work so this topic is very timely.

sheepmullet 11y ago
> Without finding out "why" he/she was fired? If management give a good reason and they have put in place measures to reduce fallout then I'll consider staying. One question I always ask is what work are we dropping out of scope? I'm currently working in a team of 5. We have two high performers and three average performers (I'm one of the average performers). The top performers do ~60% of the work. If management doesn't plan on descoping 30%+ of the work for the next 3-6 months then it means an extra 10+ hours of work each week for me. Realistically it's an extra 120-240 hours all up. I freelance at ~$100/hr so that's a cost of $12-24k. So yeah if they have punched or sexually assaulted a colleague etc then I'll just put up with the cost. If they make someone feel uncomfortable or are a bit condescending and you fire fast then I'm going to be looking for a new job.