Category Archives: Business Practices

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Don’t Believe These 5 Myths, Part 2

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While many people we meet might have a general understanding of the Christian faith and a familiarity with business, few fully understand what it means when we combine the two. In fact, there are many myths that rise out of this lack of understanding what we mean by Christian business.

myths

Common Christian Business Myths

In my last post, we looked at two of the five most common myths about Christian business. We discussed how a Christian business owner should not hire just anyone that applies for the job(s) they are offering. We also talked about the fact that we will simply have to say “No” to some requests.

Today, I want to look at the final three myths and how we should dispel them. If you have any input on these or other myths you have encountered, I would love to hear from you in the comment section at the bottom!

Myth #3 – Christian Businesses Should Never Terminate Anyone!

To some, this may sound crazy, but I have actually had it said directly to me more than once. I guess people believe that since Christians are supposed to turn the other cheek and forgive 70 X 7 times, they should never fire anyone. Unfortunately, this is poor logic.

Folks, employees are not always going to do what they are supposed to do. Sometimes they will make a poor decision and steal or cheat the business for various reasons. Sometimes they will make too many mistakes because they are preoccupied or not taking their job seriously.

Other times their behavior is due to poor fit for the job (bad hire) or lack of training. Regardless of the reasons, there comes a time when their continued employment is bad for them or the company or both. Therefore their employment needs to end. This is a must if your business is going to remain healthy, providing opportunities for those that do fit.

Myth #4 – Christian Businesses Should Give Away Products or Services!

I think the fact that people associate Christians with giving to charity, they leap to the idea that Christian businesses can and should do the same…with everything! Now before you laugh, this is no joke! I have had people tell me that I am responsible to give them (fill in the blank) because we are a Christian business.

If pressed, they may not think we should do it for everyone, but they clearly believe it should be true for them. As business owners, we know this is crazy, but we still struggle with our pricing, margins, and good will decisions. Sometimes we buy into this myth without realizing it.

The bottom line is that we have to make a healthy profit if we want to continue to be in business. We cannot “give away” our products and services as a habit. Sure, we can (and should) designate a portion of our proceeds to help out those in need around us. However, this charity should not work its way into our everyday transactions. We cannot afford it!

Myth #5 – Christian Businesses Are Complacent!

I am not sure if this is more prevalent among people outside the business or inside it. Too many Christian business owners have allowed themselves to think they should not have to work as hard or drive for excellence because they are doing their work for God. Hopefully, this sounds backwards to you, but many actually think this way!

Folks, we are to work harder and drive for greater excellence for the very reason that we answer to the Lord as the true owner of our business. We should never become complacent, thinking He will understand or that He should just be glad we are doing all of this for Him. That is very dangerous thinking!

We owe Him our everything! We are commanded to love Him with all of our heart, soul, mind, and strength. We cannot do this and be complacent at the same time. These two ideas are polar opposites!

Seek God’s Help!

Hopefully, you recognize these 5 ideas as myths and have not fallen victim to this kind of thinking. However, if you struggle with any of them, I encourage you to seek God in prayer about them. I think you will come to realize the truth and see them for the myths they are!

Have you struggled with any of these myths?

What other myths have you encountered?

How do you combat these myths?

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Don’t Believe These 5 Myths About Christian Business!

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I get many opportunities to talk to other Christians that own or operate a business. When I try to explain to them why they should be using their business to impact people for eternity, I sometimes get a blank stare. They often ask me questions that indicate they have significant misconceptions about Christian business. Today, I want to dispel 5 of the most common myths I have encountered regarding Christian business.

myths

Misconceptions Galore!

The problem is that many people, even Christians, misunderstand what the Bible says about being a Christian. This is even more true when it comes to being a Christian in the business world.

As a result, they often associate Christianity with weakness, laziness, and blind faith. If you have been in business for any length of time, you know these qualities don’t add up to business success. So when I explain my efforts to run a Christian business, the response is not always very positive!

Let’s take a look at the 5 most common myths you might encounter or even believe yourself. Once we dispel these, I think you might have a much better picture of what your business should look like (and what it shouldn’t look like!).

Myth #1 – Christian Businesses should hire anyone!

This is a very common myth and it is rooted in the desire to be kind and fair to everyone. Do unto others what you would have them do unto you, right? While that last statement is true, it does not equate to a wide open hiring policy!

First of all, it is not fair to the applicant to hire them if they are not a good fit for the job. They will never get fulfillment from a job that does not fit them. By not hiring this applicant, you will “help” them move on to find the job that IS a fit for them. You may even choose to assist them in this search if you see enough potential in them.

Not only is it not fair to the applicant, it is not fair to the other current employees to make them work with someone that does not fit the job. This will only increase their load and cause other issues. Of course, the final damage is to the business itself. It is tough enough to run an efficient business without having to work around those not fit or qualified for their jobs.

Myth #2 – Christian businesses should say yes to any request!

I cannot specifically say where this myth originates, but it certainly exists. Sometimes you get a local sports team looking for a sponsorship. In other cases it is a customer looking for an excessive amount of free products or services. You will even have employees ask for difficult exceptions to company policies.

I certainly believe we should try to accommodate requests to the extent that we can and when it makes good business sense. Sometimes, we might do it even when it does not make business sense (but we know it is the right thing to do at the time)! However, for us to say yes to (virtually) every request is impossible.

There are times when the only wise answer is, “No.” A Christian business owner must accept this and not let guilt take over. Jesus did not say yes to every request. Neither should we. Do the best you can, but don’t fall prey to this myth!

To Be Continued!

I have run out of room for today, but will finish with the last three myths about Christian business in my next post. I hope these have been helpful to you.

Have you believed either of these myths?

Do you see how accepting these myths as truth can limit (or destroy) your business?

What are some other myths you have encountered?

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Are You In The People Business?

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I don’t know about you, but I am in the people business. In fact, I will bet that you are, too. I personally think that with very few exceptions, we are all in the people business. By that, I mean that our success rises and falls according to the quality of people we have working with us.

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Are You Acting As Salt And Light?

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For the past couple of years, I have written this blog as an attempt to enlighten, educate, encourage, and enlist other Christian business owners and leaders to recognize God as the owner of their jobs and businesses and that He desires an eternal purpose to be accomplished through these jobs and businesses. Another way to describe this process came from Jesus when He told us to be salt and light in this world.

salt and light

Salt And Light

Near the beginning of His Sermon on the Mount, Jesus told his followers (and us) to be salt and light in this world. He drew on two different analogies to show us that we are to stand out in this world. We are to make a difference wherever He has placed us and that difference should point others to Him (Matthew 5:13-16).

Paul tells us later that we are no longer to conform to the pattern of this world (Romans 12:2). He reinforces this idea when he describes us as new creations (2 Corinthians 5:17), the old gone.

How?

So how do we translate this idea of being salt and light into running a business? What does salt and light mean on Monday morning when decisions are to be made and strategies formed?

Great questions! I am glad you asked!

Of course, I am not the expert on this. Nor do I have the answers…at least not the perfect answers. If you do, please let me know. I would be very interested in hearing from you!

For those of us who do not have all the answers, I think the best we can do is to pray through each area and open our hearts and minds to what God has to say to us about it. If we are open to learn, will read His Word, AND be ready and willing to apply what we learn, then I am confident He will answer.

May Look Different For You

Keep in mind that being salt and light in my business may look very different than being salt and light in yours. God has given each of us different gifts, areas of influence, and circumstances. To think we can apply one rule across all businesses would be crazy.

At the same time, I think there are some core truths that we can apply to various areas of the business. These truths can help someone in the automotive business to be salt and light in one way while they may lead someone in banking or construction to do so in a different way.

The Main Point!

Regardless of the methods or processes used, as long as others are caused to “glorify God in heaven” as a result, I believe we are doing it right. In fact, if that is not happening as a result of the way we operate our businesses, I believe we are failing in our efforts to be disciples of Jesus.

Since this whole topic can cover a multitude of areas of business, and each could be lengthy, I am going to attempt to cover one or two areas at a time in future posts. These posts will not run in a continuous series, but I will make it clear when they are published that they are part of this overall series.

What Does It Mean To You?

In the meantime, I encourage you to pray that God will begin revealing to you where you can make changes in your job or business. Ask Him to begin making it clear where you can take action for the purpose of being salt and light. Where can your business stand out and be different – in a way that points others to God?

I think you may be surprised at how He will reveal this to you over time. Just when you are not expecting it, something will stick out like a sore thumb and you will know – an opportunity for salt and light! For a starter list, take a look at the following areas of a typical business. Allow God to show you opportunities in each to be salt and light.

Areas To Consider

    EE Benefits
    Compensation
    Marketing
    Product Quality
    Service Quality
    Reputation
    Hiring
    Accountability

How are you living out the salt and light command?

Can you see where you could do this at work?

Is the failure to do this a sin?

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Fruit Consistent With Repentance?

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As we head into the Christmas season, I love to go back and read the original Christmas story. I am not merely referring to the birth of Jesus, but also to the beginning of His ministry. Today, I want to look at this part of the story and focus on John the Baptist. Let’s see what he can teach us about the fruit we should be producing.

fruit

John The Baptist

Prior to the baptism of Jesus and the beginning of His ministry, his cousin John the Baptist was out in the wilderness preaching about repentance. Crowds of people were coming out to hear him and learn from him. Not the most polite or tactful preacher, John just told them the raw truth! I love that!

Take a look at how he greeted them as they came out to hear him:

John said to the crowds coming out to be baptized by him, “You brood of vipers! Who warned you to flee from the coming wrath?
Luke 3:7

Kind of makes you feel warm and fuzzy inside, huh? Well, regardless of your thoughts, his greeting did not turn the people away. In fact, it is only a few verses later that they ask him what they should do!

How To Produce Fruit?

John then went on to clarify that they had no excuses for their behavior and they should be producing fruit consistent with repentance.

Did you catch that? What does it mean to produce fruit that is consistent with repentance? I have a few ideas, but I would rather hear from John the Baptist himself as to what he meant by that!

If we keep reading, he clarifies this by giving us three specific examples of fruit that I believe we can apply to our lives and businesses today. Let’s take a look!

“The one who has two shirts must share with someone who has none, and the one who has food must do the same.”
Luke 3:11

Fruit #1 – Share With Those In Need.

John makes it clear that many of those in the crowds had plenty while others were in need. He did not mince words, but cut right to the point. For those who had more than they needed (two shirts), they were to give to those who had none.

This is easy for us to apply today, right? I guess the only question is how much is more than we need? Just because our paycheck does not always stretch far enough past our bills does not mean we are in need.

I think we all need to look in the mirror and realize that we are rich if we are reading this right now. Then we just need to go and give to those who are in need. There is not much I can (or need to) add to John’s words here.

Tax collectors also came to be baptized, and they asked him, “Teacher, what should we do?” He told them, “Don’t collect any more than what you have been authorized.”
Luke 3:12-13

Fruit #2 – Don’t Collect More Than You Should.

In this day and time, the tax collectors were the most hated because they were notorious for collecting more in taxes than was owed. They simply kept the difference for themselves. John was calling them out on it!

While I am certain some of you allowed your mind to immediately run toward politics, that is not at all what we need to focus on here! John’s message here applies to us as well. For those of us that own or operate businesses, this message applies to us as well.

Certainly, my industry is also notorious for using smoke and mirrors to charge more for our products. In fact, that is why we made dramatic changes to our process – so we would not be collecting more than we are “authorized.”

What about your business? Are there grey areas where it is unclear or not very transparent to the customer? Are you taking advantage of your authority or leverage to charge more than a fair profit?

This could also apply to employers taking advantage of the employees under their authority. “Collecting more than you should” could apply to taking more benefit from your employee’s work than you are paying for. Have you thought about that?

Maybe it is time to do a deep dive and assess the condition of your pricing and/or compensation policies.

Some soldiers also questioned him: “What should we do?” He said to them, “Don’t take money from anyone by force or false accusation; be satisfied with your wages.”
Luke 3:14

Fruit #3 – Be Satisfied With Your Wages.

To the soldiers, John addressed their wages. These are people under authority. Sure, they have leverage, but they also answer to others. John made sure they understood that even though they COULD gain greater wages through force or device, they were not to do so.

How does this apply to us today? Does this mean we are not to seek to earn more, even if it is for the advance of the kingdom through giving more? No! It simply means that we are to use our skills and effort to do so, not undue force or deceit.

Just because you know your boss is in a precarious position and cannot easily replace you does not mean you are justified in taking advantage of him by consistently coming in late or leaving early. Just because it is the busy season and you know you are needed does not give you the right to demand a raise under threat of walking out.

Have you examined your fruit lately?

Did any of John’s examples hit a nerve with you?

What fruit should you start producing?

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Should A Business Give Publicly Or Privately?

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For the past two plus years, I have been writing this blog from a teaching perspective. Not that I have it all together, but I do figure you can learn from my victories and defeats! I also enjoy passing on what I am learning as God shows it to me. Today, I want to turn the tables and ask you, the reader, a question: Should a business give publicly or privately? I am sincerely looking for feedback here!

give publicly

Question Explained

Let me explain a little so the question is more clear. As Christian business owners that are interested in multiplying silhouettes, we want to give of our financial resources where we see the most potential for eternal impact. Typically, we do this behind the scenes and often with complete anonymity.

We are also business owners that see the need to build a brand for our business by participating in the community. One way to do this is to give publicly to causes that match up with our mission and vision AND to do this in such a way that generates public goodwill and word-of-mouth for the business. As Tom’s Shoes has shown, giving is good for business!

Give Publicly Or Privately?

So let me repeat the question:

Should a business give publicly or privately?

On one hand, the Bible makes it clear in the following verses that we are not to seek favor with men and that we should give in secret. Take a look:

So whenever you give to the poor, don’t sound a trumpet before you, as the hypocrites do in the synagogues and on the streets, to be applauded by people. I assure you: They’ve got their reward! 3 But when you give to the poor, don’t let your left hand know what your right hand is doing, 4 so that your giving may be in secret. And your Father who sees in secret will reward you.
Matthew 6:2-4

On the other hand, should this really apply to a business desiring to do what I have described? Sure, I know we could give publicly in such a way that would scream “Pride!” and make us look like spotlight seekers. That is a danger, but is there an alternative?

Can’t we give to like-minded causes, market that giving in a tasteful way, and build a better brand for the organization?

Your Thoughts?

Maybe I am taking too hard a look at this issue, but I really would like to hear your thoughts on the topic. Even if you have never commented on a blog before, if you have an opinion I would like to hear it!

Even better, if you can back up what you are saying with Scripture (even if you are not sure of the book/chapter/verse), please include that in your comments. If you are unsure of the exact verses, just give me your best description of it!

Have you struggled with this decision to give publicly or privately?

Do you have any Scripture references that apply here?

What would you do in this situation?

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More Advice For Onboarding New Hires

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The following post is written by Bill Higgins and is the conclusion to his last post. In addition to his last post, you may remember him from his previous guest posts. Bill’s following post gives us great insight into how a Christian business should approach onboarding new employees. I think you should get some great ideas from his post!

Onboarding

Onboarding New Hires

You have sounded the “All aboard!” in the form of a job offer, but it takes several other activities before new hires can settle in for the ride.

The scriptures will provide a backdrop and principles for planning your onboarding activities leading to employee integration and effectiveness. The following will present some guidance; whether you incorporate them through mentoring, an orientation class, e-learning, or a blending of several of these methods is up to you.

Onboarding Must Do’s

However you decide to do it, here are the remaining focus items you want to be sure are included in your onboarding activities:

People:
Some new hires will be so focused on their job, their tasks, they forget the people element. They forget they are part of a team. They forget their efforts or decisions impact people downstream. They forget people don’t always see things the same way they do.

That’s why the onboarding process must emphasize that people are important regardless what your job is. Remind them to learn to give and take criticism and to learn how to function as part of a team and call for help when they need it, or volunteer to help others when they need it also.

More people struggle with change than embrace it with excitement. Remind them of this as they start their new job. Some changes will be met with enthusiasm; others will be resisted and actually lobbied against. Don’t discount the feelings of those who make the plan work or those impacted by it. Feelings aren’t always grounded in reality. They’re just feelings, but they do affect the way people live.

People have all kinds or reasons for resisting. The reasons aren’t important, the people are. People need to be treated with respect, even if they oppose your ideas, plans, and changes.

Galatians 6:1-10 helps us understand the importance of people when it says, “Carry each other’s burdens, and in this way you will fulfill the law of Christ.” The word translated “burdens” here is a word that means a load too difficult for one person to carry alone. We are to watch out for people and help them through the difficult times. New hires need to learn to be aware of this.

Take think time:
One of the things we see from Paul’s action plan as documented in Galatians 1:15-18 is that he took three years to spend time with the Lord, thinking and praying before launching into anything resembling “productive work.” He wasn’t just converted and then launched into ministry.

It’s important for new hires to understand there is no substitute for taking time to think. One sage put it this way, “There’s never time to do it right, but there’s always time to do it over.” The difference between the two is often time to think it through.

There will be deadlines new hires will be expected to meet, but they must also get used to thinking about their job, the processes, the plans, and the way things are done. Out of this comes new, more efficient ways of doing things that often save time and money and improve quality.

Time with leaders:
Galatians 1:18 tells us when Paul was launching his ministry he went to meet the man who was the most recognized leader in the first century church, Peter. Leaders in organizations are tasked with aligning the business goals of their units to the overall goals of the organization. To do this may necessitate changes in structure, processes, or business relationships.

It’s helpful for new hires to hear directly from their business leaders, just as Paul did, what their perspective and long-term plans are. The leader can also provide insight to the organization to make the early days for the new hire more efficient.

Encourage new hires to reach out to their business unit leaders and supervisors to initiate meetings with them. Provide new hires with a list of topics they can include on the agenda to make effective use of the time. The following topics make a good list to start with:

    • How members of the team work together
    • Who on the team is expert in what subject
    • Who are the recognized team leaders
    • How the leader got to their position
    • Their long-range plans
    • How the new hire can best contribute
    • What will be good for them to learn

Good Onboarding Is Critical

Onboarding can be a foundational time that sets the tone and provides a baseline for new hires. To accomplish this, haphazard assignments just won’t cut it. The points outlined above, and in my last post, will give you ideas on how you can make the most of your onboarding of new hires.

Those early days set the tone, inspire, inform, and engage. Start them out in the right direction and “…when they are old they won’t depart from it.”

About the Author:
BILL HIGGINS is currently the Managing Director of MindWare Incorporated, an independent training and career coaching consulting firm. He previously served on the pastoral staff of churches in the U.S. and Canada, and worked in a managerial capacity for industry leading organizations. Bill is a graduate of Biola University and Talbot Theological Seminary and his book; Your Road to Damascus: 6 Biblical Secrets for an Effective Job Search is now available on Amazon, Barnes & Noble, and MindWare Publishing websites.

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All Aboard! The Art Of Onboarding New Hires

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The following post is written by Bill Higgins. You may remember him from previous guest posts of his. Bill’s following post gives us great insight into how a Christian business should approach onboarding new employees. I think you should get some great ideas from his post!

All aboard! The conductor makes his last call and you hurry to your seat. You get oriented, pull out your ticket, locate the restrooms, and settle in for the ride. It doesn’t take long for you to get comfortable as the train pulls away from the station.

onboarding

Onboarding New Hires

Oh, that onboarding new hires in your company was that easy. You have sounded the “All aboard!” in the form of a job offer, but it takes several other activities before new hires can settle in for the ride.

The scriptures will provide a backdrop and principles for planning your onboarding activities leading to employee integration and effectiveness. The following will present some guidance; whether you incorporate them through mentoring, an orientation class, e-learning, or a blending of several of these methods is up to you.

Onboarding Must Do’s

However, you decide to do it, here are the items you want to be sure are included in your onboarding activities:

Know the corporation:
Part of Proverbs 22:6 reads, “Train up a child in the way they should go…” it literally says according to their bent or their way, the way they are made. Parents need to understand how their children are made; so too new hires need to know how their new company is made.

Cover the mission, vision, values, and the history that brought the organization to this point. This will give new hires a context and framework in which they will be expected to operate.

Take a long view:
The second part of Proverbs 22:6 reads, “…and when they are old…” This encourages both parents and business people to take the long view. When it comes to onboarding, help newcomers begin to grasp this perspective. Show them some things that have been started, some changes or plans that have been initiated, but that will take a while to be completed, take effect, or see results

Help them see that some of their own activities may not be implemented right away either, but not to get discouraged by this, but to rather be encouraged that the company plans to be around long enough to make the changes.

Work the details:
Luke 16:10 provides another point to focus on. It says, “Whoever can be trusted with very little can also be trusted with much, and whoever is dishonest with very little will also be dishonest with much.” Help new hires understand that the details of any job are critically important.

None is too small to be concerned about or to take notice of. Whatever the task, it’s important to get down in the weeds to see that each of the details is addressed.

Count the cost:
Luke 14:25-35 provides another factor for your onboarding when it says, “Suppose one of you wants to build a tower…” and “Suppose a king is about to go to war…” What’s the next part, “…will he not first count the cost.”

It’s important for new hires to learn to look at downstream impacts of decisions, investments, changes. New hires need to begin to see how their job impacts other people, other processes, and other products related to what they do.

Too often individuals, teams, and work is viewed discretely. But no one works alone and without impacting others. Viewing the cost helps to get a more global view of the work and a holistic view of the corporate team.

Worry:
From Matthew 6:25ff we learn another principle that will serve new hires well (as well as old-timers too). It’s the principle of doing your best on whatever you’ve been assigned and then leave the results in God’s hands.

The passage starts out, “Therefore I tell you, do not worry about your life,…” This passage is not telling us to forget planning or thinking down the road, but it is telling us not to worry about our plans. Worry accomplishes nothing, but gray hair.

So think, plan, apply your abilities and let God take care of the rest. You can’t foresee every eventuality and control the results anyway so you might as well learn to leave them in God’s hands.

Stay Tuned! In the next post, Bill will finish with the final three segments of his recommended onboarding recommendations. I am sure you will want to continue learning from him!

About the Author:
BILL HIGGINS is currently the Managing Director of MindWare Incorporated, an independent training and career coaching consulting firm. He previously served on the pastoral staff of churches in the U.S. and Canada, and worked in a managerial capacity for industry leading organizations. Bill is a graduate of Biola University and Talbot Theological Seminary and his book; Your Road to Damascus: 6 Biblical Secrets for an Effective Job Search is now available on Amazon, Barnes & Noble, and MindWare Publishing websites.

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The Number One Problem With Accountability!

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“If you really loved me, you would already know what I expect!” Have you ever heard that? I am assuming there are a few men out there chuckling right now. If you are a woman, I am sorry, but we DON’T know what you expect! We do love you, but we need your expectations spelled out clearly if you want there to be any accountability.

accountability

Same With Employees

Hopefully, you can handle this example without getting offended by thinking I am really talking about marriage relationships. While this is certainly a well-known example of what most men think is unfair, we can be guilty of doing the very same thing to our employees on a regular basis! In fact, this issue can be the number one problem with accountability.

Think I am wrong? Then answer this question.

Have you communicated clear, written expectations for each of your employees and the jobs they perform?

Guilty!

If your answer is “No” or “Somewhat” or “I am not sure” and yet you are still attempting to hold them accountable to doing a good job, then you are guilty. You are just as guilty as the example above in wanting accountability without communicating clear expectations.

It is impossible to have true accountability without first communicating clear expectations. Accountability is not possible because neither party is clear on what was expected in the first place. Without the communication of clear expectations, chaos ensues!

Jesus’ Expectations

Before I discuss a recent example of a renewed accountability in our company, let’s look at what Jesus did with the 12 disciples. If you will read Matthew 10:5-15, you will see that Jesus has gathered his disciples and is sending them out to do ministry.

Notice the detail He uses when telling the disciples what He wanted them to do. Jesus did not send them out without telling them exactly what He expected.

He told them exactly where to go and where not to go. He told them who to talk to and what they were to say. He was clear about what they were to do and what they were supposed to take with them on the journey.

Accountability with Jesus

In Luke’s account, we see that the disciples returned to Jesus after their journey and reported to Him all they had done. Here is the accountability. We have to assume Jesus coached them on what went well and what did not, but we already know his expectations were clear.

Confession

Before you think I have this issue completely under control myself, I will confess. In our business, there are quite a few numbers, ratios, and formulas for measuring success in all job levels. We are not short on metrics.

Unfortunately, we ARE short on accountability. We are just not very good at this part of the job and we pay a price for this every day. Fortunately, we have finally had enough and we are determined to correct the problem.

Correcting The Problem

Just the other day, the managers from one segment of our operations met together and worked through all of the most important metrics for a specific job position. While they started out with 15+ important metrics, they were able to boil them all down to the Top Five.

With five primary metrics that encompass roughly 75-80% of the activities of this specific job, we can now start to build in some accountability. Because these five measurements are clear and straightforward, each employee in this job will be able to know at any given time whether they are doing a good job or not.

Common Sense?

As you read this, you may be thinking that common sense should tell you when you are doing a good job or not. It should be really clear to everyone without having to go to such lengths.

Well, maybe that is true for your job, but I have found otherwise in my experience. I have seen people react with shock when their performance was rated at below acceptable levels. I have seen people rationalize that consideration should be given to other activities (most of which fell outside of their job description) in order to raise their performance review scores.

Ask Around

We like to think that everyone knows exactly what they should be doing, but the truth is they often do not. In fact, if you compare your expectations with theirs, you may be surprised at just how far apart they are!

I encourage you to poll those people in your company or on your team and ask them if they are clear on your expectations. If you get anything other than what you think their answer should be, determine that you will correct it immediately. Don’t blame them. Accept the feedback as constructive and take the necessary actions to correct the problem!

How would you rate your communication of clear expectations?

Do you feel you have strong accountability with your team?

If not, where are you going to start?

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6 Keys To Graceful Employee Terminations, Part 2

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When running a business, there are many things you will enjoy doing! Termination of an employee is most likely NOT one of those things. While it is not enjoyable, it is sometimes necessary.

In my last post, guest poster William Higgins wrote about the pain that can be caused with a poorly handled employee termination. William gave us his first 3 Keys in that post. The following continuation of this guest post from will give you the remaining 3 great tips on how to execute terminations with grace. William is Founder and Managing Director of Mindware, Inc., a performance development, consulting, and publishing organization.

termination

What Should You Do?

As an employer, there are numerous valid reasons for termination of an employee’s business relationship, and you cannot stop the pain the person experiences. The pain is real. The experience hurts. It’s condescending and degrading to just ask them to trust God and know it will all work out for the best. While it’s true God will work things out, that kind of observation minimizes their feelings.

You will want to be sure you coordinate with your Human Resources department to be sure you are abiding by federal and state laws. While you cannot sidestep the pain of a termination, there are things you can do to terminate with dignity, value, and grace.

Keys 4-6 For Graceful Terminations

4. Be affirming.
A termination can feel very demeaning to the individual being laid off. It’s like what they were doing wasn’t of value, like their time invested with the organization was wasted. Whatever the reason the person is being terminated, there is always something in them that can be affirmed. At one point they contributed something of value to the organization. Find that and reflect back to them the value of that contribution. Or, identify what you see as strengths they have at the present, and tell them about those.

If they’re being terminated for performance reasons, be sure to let them know their performance is not what it once was, with examples to demonstrate your point, and that they still have something to contribute to another organization. 1 Corinthians 12 is a chapter devoted to this purpose; everyone in the body of Christ has a purpose and is of value. So it is in your organization. Mirror that back to the individual being laid off.

5. Be helpful.
Provide resources to help the person move on with their life. They may feel like it’s the end of life as they know it when they hear the news, but you need to let them know they still have skills and abilities to contribute elsewhere. Be sure they understand that God has not deserted them just because they are now unemployed. When Jethro spoke to Moses in Exodus 18, he didn’t just tell him he was not being as efficient as he could be, he also provided resources in the form of counsel on how to delegate some of the responsibility to others.

Be sure the individuals impacted understand what their severance package includes; continued medical and other benefits, lump sum, continued salary period, etc. Provide all details in writing so they can refer to them later after the shock wears off. Also review work completion expectations and plans to transition their projects.

The person you are terminating requires resources to both affirm their faith and provide practical assistance in moving forward. Your Road to Damascus: 6 Biblical Secrets for an Effective Job Search does just that. This book integrates biblical guidelines and strategies with cutting-edge techniques to give the reader a spiritual advantage in their search. Outplacement assistance with Christian career coaches is also available for individuals and groups based on this book.

Go to www.MindWarePublishing.com for more information on the book or to Contact Us regarding outplacement service.

6. Be open.
Survivors need to know what the future holds. Let them know why this action was necessary, and how it will enable the organization to move forward to achieving the goals that have been established. Let them know the resources you are providing those individuals laid-off, to help them see that you’re not dismissing people without caring for their future well-being.

When Christ was preparing for the crucifixion and to leave His disciples He let them know what was going to take place, the resources they were going to receive in the person of the Holy Spirit, and how they were to move forward. In John 14-17 we read how He helped them understand that, while things were not going to be the same with Him gone, they were going to move forward in power.

While terminations are sometimes necessary as economies shift, suppliers change, product lines are altered, and organizational objectives transition to reflect other changes, a termination does not have to be a demeaning, distasteful, and destructive experience. It can launch the impacted individual into a whole new adventure with God, but it needs to be handled sensitively, with grace, and with the Holy Spirit’s guidance.

As a leader you model the person of Christ in your organization. How would He handle a termination? Actually He did. Read how He handled Judas in Matthew 26:20-25 and you’ll see He practiced what we’ve been discussing.

You can too.

I would love to hear what you think about this approach to handling employee terminations.

What do you think was the best tip of the six?

What struggles have you had in termination of employees?

Did you learn something here that will help in the future?