How do I "position" getting terminated from a job because of my inability to play "internal politics"?

Cindy's advice is good.

If this company is not for you, then best to exit - in today's connected world, best to go on the best terms possible. I've seen too many one-sided stories float around, so find a firm that fits you.

Good luck.

Dear anonymous,

Am i misreading this questions? Positioning to get terminated? Why would one "position" to get terminated ... for a possible "severance" or to collect unemployment? If the job or company isn't a fit or you don't subscribe to the internal politics of your employer, why wouldn't your search out new employment opportunities and then tender your resignation? Or if you don't want to go thru the time involved to locate a new job while still having to tolerate your current undesirable work environment, then tender your resignation as soon as conveniently possible. What has happened to professional ethics?

Please tell me i have misread your question?

As a recruiter, I hear this often....sometimes it is a convenient way to avoid the difficult reality that you really did not perform up to the expectations placed upon you. Since we all have worts, it is best to own up to the shortcomings manifested in that position, and indicate how you are better for the experience. That is, turn the liability into an asset.

I would agree with the comments thus far, but there are times when one "does not get along well" with others at certain companies and as such is "terminated" and this has nothing to do with results or not meeting expectations. What is the advice in this case?

Hi Scott,

I read the posted question differently than some of the others who chimed in ... as if the poster "had" been terminated because he did not play the internal politics game. So my answer on strategy should answer your question. Given the few details provided, I don't believe it is possible to "specifically" answer the question beyond how to approach answering the question.

I hope that helps.

Scott -

To your point of when you do not get along well and being terminated for other than results.

First, do an honest assessment of the situation. What is not working for you? Is it the culture (wrong type of firm), co-workers (you cannot choose those) or what you want (does role fit you). This will help you determine if the situation can be salvaged. If not, it's good information to avoid a repeat.

Second, if you are in situation that cannot be salvaged, then start using your network to help land a new gig. No different than above - try to go out on the best terms possible.

Third, if you are terminated, then go back to the people with whom you had good relationships and seek a referral. The sooner the better. Ask them to post it to your LinkedIn profile, a public endorsement is a powerful tool.

Lastly, I've worked in 5 industries with folks from 25 countries - so I've had my fair share of challenging work situations. I found going to lunch or coffee with those who presented the most challenge was a good way to smooth a situation - once we got to know each other outside of work, it helped us work together better or at least understand how to work with one another.

I'd respond with the fact that there are certain values that you strongly believe in. For me: Teamwork, responsibility, integrity, respect. When you really get down to it... Bad politics is a violation of one of these four core values. I once left a company as they insisted on hiring illegals and the owner and I could not agree on putting the company at risk for $6,000 fine for each illegal employee and putting him at risk for felony penalties and jail time. Integrity = 0. Ultimate responsibility to the organization =0.

That may not be the case in your situation, but if it is... it can be "justified" and presented as a positive.

All the best!
Jim

This is just speculation, but if someone is positioning termination, they must really not like the company's culture, industry, location, or questionable/illegal practices (or a few individuals), are fine with receiving severance (or unemployment), and/or the role is not ideal from a personal perspective. I've worked for people that made work life very difficult (many times due to internal politics), and I've worked for companies that inappropriately communicated with my ex-wife after the divorce was well, well final. That DESTROYS trust. Sometimes there is severance when people have been given no other roles or possible scenarios.

If you are going to blame the company that terminated you for anything, you had better have a great reason and hope the recruiter/hiring manager doesn't call your old company for a "blind" reference on you. Going negative usually only serves to reflect poorly on you. The hiring manager will see things more through the eyes of your former employer (the role that your new manager will be taking on) than through your eyes. So you may not get a sympathetic audience and you may only scuttle your opportunity with the new employer.

If it was just "I didn't get along well with someone (or many people)", this will not go over well. We all have had to deal with better or worse work environments and colleagues. If we left when the going got tough, that would be "quitting". As in, "you're a quitter". So your reason has to be more than that. Especially at higher levels in the organization. You will always have tough people and tough situations which are not to your liking. The hiring manager will want to know that you have the steel within you to get past tough people and times. That's management and leadership, along with maturity and fortitude.

The tough part here is that you got terminated. That means that you failed to win at whatever "politics" were being played. This says that your performance was not good enough for another exec or the CEO (if you are at or near the executive ranks)to come to your rescue. That's a tough spot to be in. Could you recast it in any other way? Such as, "they eliminated our function", or "the company was contracting and I put myself on the chopping block b/c they would no longer need my skills" or the like? Sorry, this is just a tough one to deal with b/c there are so many negative connotations that are so difficult to defend w/o digging a deeper hole.

I definitely like Mark's advice of going back quickly to find references if they are available.

I think that the advice track here is "going negative" and is not helpful. Termination happens and those that have never gone through it, then you are fortunate. A person can take responsibility for what happened and grow from it. Termination does not need to be a "career killer". How about some advice for how this person can communicate that he learned from the experience and is better for it?

As long as you didn't do anything illegal or patently unethical, the reason you were terminated is irrelevant to anyone but you. From a personal development standpoint, it's wise to learn from the experience and try to adopt behavior or procure education or training to avoid a repeat.

My favorite response to this question is to follow the KISS principle. The less said, the easier it is to avoid appearing defensive or digging a hole for yourself. Thus, "My job was eliminated." should suffice. If accurate, you can add the brief comment "as a cost reduction move" or "there were no performance-related issues." Even if you're given a reason for termination by the former company, it may not the "real" reason. The same logic applies when a company doesn't hire you. Take the reason with a grain of salt.

There was an earlier suggestion that it's okay to hit back if the other party hits first (i.e., the former company is bad-mouthing you and that justifies a similar reaction from you, etc.). Even if you're suing your former firm, take the high road in communications with friends, networking contacts and potential employers. Having been in the work force over 40 years and also having sales experience, I can attest to the fact that you never know what the future may hold. No matter how justified you believe it is or how good it will make you or your spouse feel, you simply cannot afford to trash customers, co-workers or companies that may have slighted you in some fashion or as a way of trying to get a sales edge. It only reflects negatively on you.

As a hiring manager, it's a turn-off when applicants complain about or disparage former firms. It immediately raised questions about whether the person was difficult and would become a managerial headache for me. If there was a true conflict with your supervisor, who may be contacted as a reference, it is important to understand what responses s/he might provide. Don't assume, ask. It may not be as bad as you think because most companies are wary of getting sued. You might even try scripting out a response or supplying talking points (by phone or in writing) for the former supervisor that relate your skills and successes to your proposed job responsibilities. This, of course, doesn't guarantee those points will be mentioned. Finally, if the new employer is likely to hear unflattering things in a reference investigation, lay appropriate groundwork with them in order to avoid surprises.

I hear you loud and fairly clear. It is understandable that people might not favor a perspective that asserts "they started it." People who know me know that I'm most often a positive person. However, only after attorneys have perceptually failed, law enforcement and/or regulators have not perceptually done what was expected, and the company has provoked responses (saying one quit or was still an employee while denying pay and benefits) did any retaliation emerge. I really thought I was out of options, and so I adopted the most reasonable stance. The priorities were not always consistent, and so I developed backups just in case things got really loose. Should try more to Live, Laugh, Love perhaps.

It's not good to lie to someone as to the reason they're being terminated (especially if someone is spreading something around without your knowledge, which eventually becomes YOUR knowledge whether it's accurate or often not!), and I don't worry about digging a hole for myself or hearing anything in the media. There's always a little "he said, she said," but documentation helps! Interesting you say attest, just not a word I typically use. Are you speaking of a particular former firm, because I'm not aware that there's a major problem with them? Last time I was an actual employee of a firm was 2002. The problem didn't start then. Anyway, I'm currently not married (divorced from ex in 2005, but the justice of the peace would not be too far away for wife #2).

And yes, I'm always careful not to assume!!! I figure one often doesn't know all the details or facts when making assumptions, and/or being thrown into an officer position while someone wants you to accept responsibility for actions occurring previously without your knowledge! That's why positions just below officer are sometimes appealing, but some officer positions are comfortable after getting an idea of the situation.

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I would disagree. If a reference check to the prior employer is done, it may be very relevant, particularly if the answers (the candidate's and the company's) don't jive.

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I agree with the KISS principle - but it MUST be grounded in truth. To say "my job was eliminated" if in fact "eliminated" is really "terminated," don't do it. If you begin the process on a lie, and sometimes even a little distortion of the truth, you are setting yourself up for a huge fall when, not if, the lie is uncovered. And that ... can cause more harm than being rejected because you told the truth.

To reiterate my strategy in the initial answer, answer and then ask a question to keep the conversation moving forward and away from the details of the termination.

Except this “Position” everything else of the question is telling me that this question is India specific and the phrase “internal politics” is the most copyrighted word in this part of the world. Internal politics in accounts position erupts from the corrupt people who are in the higher positions. Basically when their activities are being watched or when their activities are curbed by new systems, new controls new reporting methods, they tend to look for avenues to get rid of this person who is very active in bringing controls. If that is the case, stay there and also get mentally ready that you will be fired at any time. And then work late hours and prepare a good amount of record on the mid deeds – with proper supporting examples – no guessing is valid – so you need to look for the actual cases – either earlier before you joined, after your entry to the company and start preparing a record and submit it to the directors, CEO with a letter asking them to accept your resignation as your continuation in the organization will give no scope for his performance.

I'm fine no matter what happens...whether it gets ugly or whether there's a good, negotiated resolution/offer/settlement. The records are there (and/or the potential witnesses), and I know what people were actually around and what position they held within the company. But am not going to believe a resolution until it comes from a company representative in writing, or into my Chase account! Because otherwise it's not just a cultural, internal politics matter, it really could be a potential Medicaid fraud matter...