Christian boss asks three questions when he fires employees

Talent is the most important asset in an organization. Whether they are industrial and commercial enterprises, public institutions or government units, they all know the importance of talents. They often spend a lot of time and money trying to find outstanding talents, train talents, select talents, and retain talents; but sometimes due to changes in the internal and external environment, or It is due to personal factors of the employee that the boss has to fire the employee.

The issue of terminating employees is often embarrassing, especially for senior employees who have had many years of friendship with each other. Once they have to be terminated, they really don’t know what principles to follow and what methods to adopt. As a Christian boss, he is often deeply troubled by whether he should fire his employees.

The first question: The timing of dismissal - Do I have a good conscience before God and others?

Some Christian bosses think that dismissing or even firing employees is a bad testimony, so they repeatedly indulge and pamper their employees, making some employees feel emboldened, opportunistic, ineffective at work, and ineffective. Such a lack of distinction between right and wrong and unclear rewards and punishments will not only affect the overall morale, but good talents will also be asked to leave one after another, resulting in the phenomenon of bad money driving out good money, causing great losses and harm to the team.

As a boss, you must consider the overall needs, treat your employees well, and safeguard the rights and interests of the organization. It is not only necessary to hire outstanding talents, know them well and assign them well, but also adjust the organization according to the needs of the task. Therefore, firing employees is also an inevitable responsibility of the boss. Sometimes, employees who leave the company find new jobs and find that they are like a fish in water, and they can flourish their talents. He turned around and thanked you for pushing him and helping him make an important and correct decision.

Some Christian employees believe that because their boss is also a Christian, they will not be fired regardless of their work performance. Over time, they develop the habit of being content with the status quo and not seeking advancement.Once the internal and external environment changes, he often becomes helpless and resentful.

Little do we know that the Bible teaches us:"A servant who has a believing master must not despise him because he is a brother; rather, he must serve him with all his might, for he who receives the benefit of service is the one who believes and is loved." (1 Timothy 6:2)

Second question: Principles of dismissal - Have I followed the "golden rule of life"?

Lord Jesus teaches us:“In any case, do to others the same thing as you would have them do to you, for this is the law and the prophets.” (Matthew 7:12)

This is the golden rule in dealing with everything. When it comes to dismissing employees, you must put yourself in the shoes of the person concerned, treat each other with compassion and kindness. After all, it is God's grace that we can work together. He has brought us together for His good purpose. We have a supervisory and subordinate relationship with each other. It is also a gift from God, who has given me the opportunity to be the boss. Now facing this decision, we must treat the person who is about to be fired fairly and equitably, because we know that we have the same Lord in heaven (see Colossians 4:1). Treat others with respect and honor, and be kind to others. Treat him with a gentle heart and avoid hurting his self-esteem. We must try our best to safeguard the rights and interests he deserves and consider his difficulties and needs.

Question 3: Care for dismissal - Am I exercising my shepherd’s heart and responsibilities?

Christian bosses should have the heart of a shepherd. They should get to know their employees deeply and care for them, just like shepherding sheep. Proverbs 27:23-24:"Know the state of your flocks carefully and take care of your cattle. For riches do not last forever, how can a crown endure to all generations?"

The first question: Before firing an employee - did I fulfill my duties as a boss?

1. Did I give him clear job requirements? Have I expressed my expectations of him clearly and specifically in writing?
2. Do I communicate with him frequently and quickly express my dissatisfaction with him in writing after the meeting and ask for improvement within a deadline?
3. Did I give him a chance to improve? And conduct regular follow-up assessments and keep records?
4. Have I considered the possibility of adjusting his position to make him more suitable for the job?

Province 2: When dismissing employees - did I follow legal procedures?

1. Everyone longs to be recognized and respected, and so do those who have been fired. The boss should work closely with the human resources department, abide by company rules and relevant legal provisions, and handle matters in accordance with legal procedures.
2. During the exit interview, you should have a gentle and respectful heart, a firm and sincere attitude, a gentle and polite tone, speak kind words, and treat each other with kindness.
3. I usually make three agreements with the fired employees:
‧Don’t burn bridges by crossing rivers(Do not burn the bridge.)─The world is small, we will meet again later, we must try our best to maintain the relationship with each other.
‧Don’t backbite(Do not bad mouth.)─The past is over, we can catch up with it. Respect each other and don't speak ill of each other behind their backs.
‧Don’t blame others(Do not blame others.)─Everything happens for a reason, face it honestly, and get together easily.

Section 3: After dismissing an employee - did I maintain a good interactive relationship with the employee?

I keep in touch with my departed employees regularly, treat them to dinner every quarter, chat with them, and sincerely ask them for any advice they have for me personally and the company. After all, they once had a fight with our colleagues. After leaving their jobs, they became more visible and could often provide unfavorable advice, which benefited me a lot.

Some of my former employees returned to the team after a few years, bringing with them a lot of new knowledge, technology, information and experience, and they made a lot of contributions to us. Looking back on the past, I am truly grateful beyond words. Thank God, thank people.

Author profile Lin Fengliang served as the chairman and CEO of Payless Car Rental System Inc., one of the six largest car rental companies in the United States, from 1989 to 2013. Currently, he is a director of the Christian Messenger Association and is dedicated to the ministry of workplace missions and corporate transformation.