When a worker is let go, it often seems like this person is the only one affected. But in reality the entire workplace can feel the brunt of a firing decision.

Eyes will be all on the person who was forced out, regardless to how dramatic this was done. If the decision was abrupt and the person was escorted out of the building, there could be a general feeling of suppressed anger mixed with survivor guilt or fear — some Schadenfreude may be inevitable as well. If many have seen this decision coming, there could be some relief that this shoe has finally dropped.

In all cases, however, the time around such decisions can be stressful for everyone even those who have absolutely nothing to do with the situation. Seeing someone who is in a comparable situation lose a job can trigger feelings of job insecurity. As a result, you — and others — may be seeking reassurances that your jobs are safe. Some employers are good in making sure that others are informed enough of the circumstances that led to that decision, and that they have nothing to worry about.

But when these reassurances are missing or insufficient, you may feel the need to do one of the following steps.

Meet with your supervisor

You may think that even raising your concerns about a firing decision places you in a negative light — as you appear in a comparable situation. That is not really the case. When you seek clarifications — not gossip — from your supervisor, you can take the opportunity to reiterate your interest in the job and in trying to learn if anything relates to you in this situation. If the answer is yes, you may be able to pre-empt a lot of trouble by being proactively in finding solutions.

If your supervisor clearly states that the situation is irrelevant to your job, and cuts the conversation short, don’t push for details. Almost always, if your job is in danger you will receive a warning or two first. So if you’ve been on good terms with absolutely no issues, you probably have nothing to worry about.

Avoid gossip

Along with the insecurity triggered by this situation comes gossip. The guessing game in itself can be a risky exercise. When people try to connect the dots without having sufficient information and knowing the back story, they tend to consciously or unconsciously fill in the blanks. By doing so, you may put words in someone’s mouth or add details that are not relevant to the decisions.

All of this talk only exacerbates an already stressful situation. Remember this is a time when employers are conscious of maintaining staff morale. Being seen as someone who is counterproductive in this effort can backfire.

Similarly, the person who has been fired may be desperate for information, and keen to get more information about coworkers’ reactions, supervisors’ comments, etc. If you’ve a personal relationship with this person, you may be tempted to offer relief by engaging in badmouthing the employer and dishing out details that you wouldn’t otherwise discuss with this person.

Although that may not seem harmful, you may be opening a whole can of worms. For example, do you know if this person or the employer is planning to take a legal action? Do you know if your text messages, emails and phone calls will be used in this case? Even if there is no such thing, your loyalty to your friend shouldn’t abolish your binding non-disclosure agreement.

In heated situations, the best approach is to be a calming agent, if you must be involved. Focus on the positive side, offer to help with job search or references. And you shouldn’t be pressured to engage in a conversation that doesn’t involve you as a party.

Think of the whole story

If you’ve a friend/co-worker who has been fired, you may be tempted to take this person’s side. Even if there is no way for you to get the employer’s side of the story, give them the benefit of the doubt. Try to be objective and think if your friend has contributed to a negative employment situation. By doing so, you will be able to offer your friend a more balanced support. That is not to say that you should blame this person for the misfortune, but you probably down the road can give some perspective to what led this outcome.

This big-picture thinking will help your friend and yourself. It is a significant, disturbing experience to see someone fired, and to avoid a similar fate, you must be objective about the causes.

The writer is a former Gulf News Business Features Editor and currently a Seattle-based editor.

When someone is fired

  • Get clarity about your own situation
  • Avoid office gossip
  • Don’t disclose confidential information
  • Think of what lessons to learn