Luke 13:6-9 “Then he told this parable: ‘A man had a fig tree growing in his vineyard, and he went to look for fruit on it, but did not find any. So he said to the man who took care of the vineyard, “For three years now I’ve been coming to look for fruit on this fig tree and haven’t found any. Cut it down! Why should it use up the soil?” “Sir,” the man replied,” leave it alone for one more year, and I’ll dig around it and fertilize it. If it bears fruit next year, fine! If not, then cut it down.”’”
Principle: In severance situations, there is a right way to do it including a warning, an offer for second chance and time for improvement.
While working for an ad agency I developed some bad work habits based on circumstances that were going on in my life. The president of the company confronted me with them. When he described the situation to his Bible Study Advisory Group, they advised him to move me to another position and give me six months turn-around period. However, I did not turn around and he severed me after the six-month period.
Here are some thoughts on the right way to sever an employee: Be sure to document performance from the beginning and talk about sub-standard performance as it happens. If the employee is surprised, you have not done your job.
Offer a “career decision day” if repeated warnings do not work. Tell the employee to take the next day off with pay and ask him to be prepared on the following day to make one of two choices: 1) to improve in all areas or 2) to accept termination with appropriate severance pay. If the employee opts for improvement, set very specific goals with deadlines.
Do not mix the good with the bad. Do not sugarcoat the final talk mixing the good things he did with the bad. It sends a mixed message and may confuse the employee. Leave the good out.
Do not talk about the situation with others, which is a temptation. Besides being unprofessional, it could pave the way for a libel lawsuit.
Be ready to be angry and frustrated. Those long-held emotions are likely to surface if the employee questions your decision. Present the facts and documentation and do not argue with the employee.
Back to the illustration from Jesus. Warn unproductive employees and set dates. Include re-training if necessary. Do periodic check-ups and encourage mid-course corrections. However, keep your word and terminate an un-productive employee. You will be doing him a favor.
Discussion:
1. Share about a time you had to terminate an employee or were terminated yourself.
2. Was that process done in a God-honoring way?
3. What process could you implement in your business to make employee terminations more God-honoring?
