Ending Working Relationships in Christ’s Love
One of a leader’s toughest tasks is releasing team members, whether due to poor performance, economic conditions, or a major breach of trust. No ‘normal’ person enjoys the termination process. Most of us suffer from being too slow in making these difficult decisions, rather than being too quick, and will readily admit that this is one of the most distasteful aspects of exercising our responsibility in leading God’s businesses. Such actions are often accompanied by a sense of personal failure or complicity with the overall circumstances leading to the separation. Sadly, this is also an area where many Christian leaders damage their testimony to the reality of Christ in their lives by employing termination methods that don’t reflect thoughtful consideration of all the people involved.
Even when done well, it’s never enjoyable to initiate action to sever a relationship. All the training and preparation in the world will fail to make this one of our favorite tasks. Nevertheless, such separations can be managed well and have a far more beneficial impact than we might imagine if we embrace a few basic Biblical principles.
- Whenever possible, release an employee in person. Look them in the eye and tell them the truth with as much kindness and care as you can. People hate the proverbial impersonal “pink-slip.” It’s cold and demeaning.
- Be willing to discuss the employee’s immediate questions about the situation, not to debate, but to briefly explain and give them a chance to vent a little.
- If possible, have the meeting on Friday as there’s less trauma with Saturday being the first day not having to get up to go to work. Try to avoid forcing the terminated employee to talk to other employees immediately after the meeting. Arrange for a private opportunity for the departing employee to clean out their office, desk or tool cabinet.
- Be as generous as possible, recognizing your stewardship responsibilities, with separation pay and terms. Depending on circumstances, position, seniority, and proprietary knowledge, do all you can to make finding another position as easy as possible. When in doubt, err on the side of being generous, gracious, helpful and giving.
- When mutual trust and a reasonable planning window exist, allow the departing employee to begin looking for work while still employed, since obtaining a timely new job is typically much easier this way. Although this isn’t always possible, this kindness is easy to appreciate by any of us who have been fired or forced to explain why we were out of work.
- Unless the termination is the result of ‘cause’ or gross incompetence, provide a helpful referral letter prepared in advance for them to use in future job searches. Be sure to have all relevant paperwork prepared and organized prior to the face-to-face termination meeting (e.g., timetable, benefits transition, 401K rollover, etc.). In some cases, when termination is due to market or strategic changes, you might offer to make industry contacts for them.
- In the case of a male terminating a female (or vice-versa), or in any potentially charged emotional situation, plan to have a third party present. If you’re in doubt, do it! Discuss the role you wish the second person to play prior to the meeting. This second individual should be selected with the intent of not adding to the stress of the employee being terminated.
- When a parting is amiable, or you sense a healthy opportunity to encourage and intercede on behalf of the departing employee, it might be very appropriate to pray with them.
- In all instances, be sure to act in compliance with all applicable employment law. If you have any doubts, pursue expert counsel before taking action.
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Very thoughtful and interesting post. One point that I might disagree on has to do with the day of the week. I suggest doing it not on a Friday, because it forces the person being terminated to think about it all weekend, but they can’t do anything to change their work situation or even in many cases to network with friends and associates.
Randy,
This is a great list of tips. I’ve had to do more terminations than I care to think about, but I have been fortunate to carry them out using many of the tips you list above.
If I may add one, let the employee know how their termination will be communicated to the company and their department after they have departed. Terminations are taxing on everyone involved, and crafting a caring and honest communication helps both the person being terminated. It removes the stigma of being terminated, as well as, the embarrassment of seeing former co-workers not knowing what was said about you after you were terminated. For those staying, it helps maintain morale and calms the fears of uncertainty they may be feeling.
I really like the idea of writing a reference letter in advance. In today’s world where giving any type of reference is now forbidden due to legal concerns, this is a nice gesture that can also be run past legal in advance. Often, the nice words given during a termination are dismissed as mere platitudes. Providing a referral letter is a tangible way to say the sentiments are heart-felt and genuine.
Brad
Brad,
Thanks for your suggestion and your comments on our blog post.
Yes, I agree, the terminated employee certainly has a right to know of how the other employees will learn of their departure. This will help prevent any miscommunications that may develop afterwards.
Randy
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