Realistically speaking, being let go is not always that shocking. If the individuals were honest with themselves, they would probably admit that there were some fairly obvious warning signs that pointed to imminent job loss.

Read the signals

Some warning signs are clearer than others. it's quite likely that something is amiss when the boss and co-workers begin to treat an employee differently. Some examples:

• Co-workers stop inviting him to lunch or after-work socializing.
• Her responsibilities are increasingly delegated to someone else.
• Performance evaluations are less positive than before.
• She is excluded from regular staff meetings.
• There is a noticeable "chill" in the air when he enters a room.

Intuitive employees tune in to these signals very easily. Others who are less perceptive might not immediately recognize that there is a problem. Or else they don't want to believe the worst. When these sorts of signs occur repeatedly, it's foolhardy to keep one's head buried in the sand like an ostrich.

Test reality

Before jumping to conclusions, though, it's always appropriate to test reality. One way to do this is to ask a few open-ended, probing questions. In an off-handed way, the concerned employee can tactfully query co-workers:

• "It appears that we don't socialize as much as before. Any reason why?"
• "Things seem a little different around here. Do you get the same feeling?"
• "Have I been missing anything important in the staff meetings?"

Posing these questions is not intended to make anyone uncomfortable. Rather, the purpose is to uncover any helpful information that might allay--or confirm--the employee's suspicions that things aren't going too well.

Understandably, if co-workers have any inkling that something unpleasant is about to take place, they may be mum on the subject. On the other hand, a trusted confidant might tactfully divulge something to clue the individual as to what might be brewing. (Of course, she would not want to jeopardize her position by saying something that's definitely inappropriate.)

Another way to test reality is to approach the boss and express honest concerns upfront. Certainly this is a delicate matter and calls for professional finesse. Nevertheless, if the signals are consistently clear, there's no need to ignore the handwriting on the wall. Here are some ways to broach the subject:

• "it's been a while since I had a performance review. Is that something we can schedule in the near future?"
• "I've noticed that some of my major responsibilities have been transferred to others in the department. Is this something I should be especially concerned about?"
• "Periodically I like to update my career goals. I'm wondering what the future holds in terms of career growth here…"

The answers the boss provides will say a lot. It may be that the employee is on shaky ground, although no definite decision has been made concerning his future with the company. At this juncture in time, it's rather "touch and go."

On the other hand, the decision to sever ties may have been made, and asking these questions only brings the matter to a head. If that's the case, it's better to know that fact sooner than later.

Make an informed decision

After discussing matters with the boss, a number of scenarios are possible. She may indicate that lingering suspicions are unfounded and "everything is okay." If that word of assurance is completely convincing and settles the matter, so be it. Should there be some lingering concerns, it's probably best to dust off the curriculum vitae or resume and start to put out some feelers for other opportunities.

Another possible scenario might develop. The boss may honestly indicate that things are not going so well, and the smart thing to do is to "keep one's options open." That's enough of a hint to initiate a full-fledged job search.

Depending on how close the relationship with the boss is, it might be fitting to make a direct request: "It appears to be in my best interest to find another position. Can I stay on while I investigate other opportunities?"

Asking a direct question like this will force the boss's hand. An affirmative response indicates the company's willingness to allow for a smooth exit (with time off to interview, no less). A negative response further underscores the handwriting on the wall.

As they say, "whatever will be, will be."

Regardless of the outcome, it pays to be respectful and professional at all times. Jobs come and go. But the impression an employee makes while on the job--or upon his departure--sets the tone for how he is remembered and what sort of re