When I was in college, I worked in a drive through ice cream shop. It was my first formal job and I was happy that I could support myself and continue to pay my way through college. I was also, realistically, a teenager and inexperienced in the adult world of work. I was also pretty outgoing and friendly and had the audacious knack for giving away ice cream treats to boys I thought were cute and drove nice cars. I also would allow my boyfriend to sneak into the shop (remember, this was a walk-up window or a drive through, so there were no reasons for anyone other than employees to be inside.) Even though he would only stay for a quick kiss session before he would head off to his job (and it turns out that I actually ended up marrying him …) it was nevertheless against company policy, but I did it anyway. Until – one day – when I got caught by a “shopper” who turned out to be the owner whom I had never met.

When the Manager called me into his tiny office a few days later to ask me what the heck I was doing letting someone into the shop, I quickly shut my mouth. At least I had the good sense to not talk back to him. Instead, I swallowed, and said I was sorry and that it would never happen again, that I had no idea my actions could bring any issue such as liability into play (I mean, I was seventeen! What did I know of liability issues?). So, I did not get fired. The Manager told me he wouldn’t let me go because despite the fact that I had brazenly broken company policy, I was still the best darn ice cream maker he’d seen and the fastest, plus I could run the register.

It has been years since that incident – and, while I have been called a “Rebel” (well, after all, I am a Southerner so isn’t that to be expected?) I carefully consider all aspects of an issue before I decide to modify policy. What happens though when someone in your organization does make a mistake? Or, completely screws up and causes a major problem?

Recently, in fact just last week, one of the managers of a property management company was let go from her position. It was not completely unexpected although she was blind-sided in the timing. She was never counseled on any shortcomings; she was not insubordinate with her supervisor, but she was also not supportive of his management style, which to be blunt was less than conducive to team building.

She called me and told me the news. “Well, He came in just as I was sitting down to eat lunch and he fired me. I didn’t know what to do. I didn’t want to cry, but I couldn’t help it. I just wasn’t expecting it.” She wasn’t overly dramatic about it. I could not help but feel sad for her, and worried, and a little upset.

“What about the team???”

Of course, I am not naïve. I knew, we all knew, that postings had gone out on Career Builder six or so weeks prior specifically soliciting resumes for certain positions. But the firing of one employee does have a chilling effect on the rest of the team. Remaining employees are bound to wonder if they are next, if job interviews are being conducted off site at that very minute, if they are in danger.

HR articles are a dime a dozen regarding this issue and what people should do on both sides of the equation. How to protect your job standing is one thing. How to get through being fired, is entirely another. If someone within your organization is fired, whether or not it is for cause, it impacts the rest of the team. Property management is one profession where people lose jobs all the time, it seems. Takeovers occur and staff changes. Occupancy suffers and the leasing consultant is let go, usually unceremoniously. Maintenance techs fail to turn units on time, leave work orders uncompleted for weeks, there are bad reviews on line of your property, residents call the Corporate Office one too many times, revenue is lost, there is less renewals. The list goes on. But when someone is fired, even compassionately, morale can suffer if that person truly was an integral team member.

I have a few suggestions to ease your team through this type of challenge.

1. When someone is fired, break the news to the team in person. Let them know it has occurred. There is no reason to dwell on reasons or shortcomings of the person who was let go.

2. Have a plan in place. Reassure the rest of those at the property that you are there to support the goals of the property. What I don’t like seeing happen (even though it always does) is one manager exits the front door and the replacement enters through the back door a few minutes later.

3. Provide detailed job descriptions to all team members. Outline expectations.

4. Keep the lines of communication open. Frankly, these days an employee can actually post something on line and more than just your team will know in a matter of hours. The thing about that is, that usually. there is only one side told.

5. Give the team time to build their rapport with one another. People may not bond right away because they don’t know each other. People need to learn how to support one another. Give them the chance to do so. Don’t criticize unnecessarily by saying things like, “Well, it seems different in the Office now. Are you all getting along? The Manager five years ago never had these problems.” [Yeah? Well that manager isn’t here now so stay out of the way. Just let the Team know that you care and support their vision.]

For those who lost their jobs, or quit under threats or duress, or those who make an unforgiveable mistake and get fired for cause, remember, this too shall pass. You will recover. Hopefully it will be quick and you will go on to find a more fulfilling career path. And for those who are the bearers of such news, do it with compassion, in private and do not smirk while delivering the news. Kindness and calmness will go a long way to how the employee handles his dismissal. Do it with disdain and bitterness and let me tell you, a scorned employee may actually impact your bottom line.

Personality clashes exist. Jealousy rears its ugly head. Inexperience can lead people to wrongly assume things. As a leader, it is your job to build up a team through support, not fear nor intimidation. While most people are not “just fired for no reason at all,” even if we don’t understand the reason, or even if the reason is unjust, there is a residual effect. Prepare for that effect – don’t sweep it under the rug.