> 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

> 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.