Acceptance - The die is cast
The sooner it becomes clear when fighting for the job no longer makes sense, the better a professional separation can be pursued on both sides.
This requires the acceptance that separation is usually carried out unilaterally by the supervisor and that this is also his right when he no longer gives a rescue a chance or simply no longer wants it. Overall, it is not so much the separation that is deplorable, but the lack of an early warning system that would have prevented a separation if necessary. The understandable escalation of the separation by the affected executive is unfortunately not helpful and often ends in a 7-month wait for the main hearing in court. During this "blocked" time, one can expect neither target-oriented interim testimonials, which are of little use in court, nor references from the company. Even if a new job is found in the meantime, the only option is to accept the dismissal and further benefits are usually lost. In retrospect, the "best" separations have been those where the manager concerned helped to ease the situation, made his set screw model (termination agreement) a win-win, ensured an orderly transition of responsibility (successor) and took time for the final selection outplacement (provider, methodology, coach).
