Jul 29, 2015

The Who of Termination

What makes termination so difficult is it’s emotionally charged, knowing that this one-time act profoundly affects a person’s career, self-esteem, and livelihood.

But it needs to be done under two specific circumstances:

Behavioral Issues

Defiant, dishonest, divisive, cheater, corrupt, slanderer and trouble-maker are some of the few obvious ones. Purging these employees can pave the way for effective, God-honoring leadership.

“Drive out the mocker, and out goes strife; quarrels and insults are ended” (Proverbs 22:10).

From a scriptural point of view, these individuals are tantamount to “dross” and must be removed as an act of responsible organizational stewardship for the common good.

“Remove the dross from the silver, and out comes the material for the silversmith; remove the wicked from the king’s presence, and his throne will be established through righteousness” (Proverbs 25:4-5).

Competence Issue 

If the employee perpetually fails to meet to standards.

In this case, however, there are numerous other factors to be considered and questions to be asked like:

Has the employee been offered opportunities to correct the problem?
What caused the person’s performance to drop? A function of poor management perhaps?
Was the person given the chance to go through a performance-improvement process?
Was the employee positioned in the right role in the first place? Can the employee be re-assigned to a more fitting assignment?
Did the person know the rules and expectations?
Was the person properly trained for the role?
Was the person’s performance measured accurately?

For both cases (behavioral and competence issue), the goal should be to help the person and it’s usually accomplished by letting him/her go.

Terminating someone because of his behavior will allow time for reflection and an opportunity to change his attitude in preparation for his next ride.

Terminating or re-assigning a person due to incompetence will allow him to find his place in this world, a place where he could excel. 

Make sure to read the other parts: 

Part 1 - The Big Why of Termination
Part 3 - The Approach of Termination


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