YOU'RE FIRED

How to Fire Someone Without Starting a Fire

I wrote this article a few years ago, and recently someone shared how it helped them navigate the process of letting someone go. I thought it might be helpful to share it again for anyone else who may be going through something similar.

Remember The Apprentice? When Donald Trump would lock eyes with someone, point, and say, “YOU’RE FIRED!”? If you're a leader, you’ve probably daydreamed about saying those words to someone, while also trying to figure out the healthiest way to do it. As Christian leaders, we don’t have the option of heartlessly firing someone, right?

But we also can't allow our organizations to suffer because someone on the team is incompetent, toxic, or disengaged. As the leader of your team, department, or organization, you're responsible for stewarding it well. We often think of “stewardship” in financial terms, and while that’s important, it also includes how we manage the people we lead. In fact, the two are closely connected—just look at your payroll; it's likely the biggest line item on your expense report.

As pastors, we're not only shepherds to those who gather to worship, but we’re also responsible for shepherding those who show up on the 15th and 30th to collect a paycheck. And we must do both in a Christ-like manner. We represent the hands and feet of Jesus, as well as His Bride, the church.

So how do we handle it when we have to let someone go? Here are three things to consider when you’re faced with this tough challenge.

#1 - Be Cautious

If you haven’t already fired the person, chances are you are pretty good at this one and need to move on to the other two things below. However, it is an important one to add to the list. Here are a few things questions to consider as you cautiously move forward with this process.

• Have we ensured that we are not making this decision with our emotions?

• Have we seen a continuous pattern in behavior that does not align with our values as an organization?

• Have we met with the individual on numerous occasions with clear and concise directives and action plans to correct the behavior or performance and yet the pattern continues?

• Have we sought counsel from our oversights, peers, or other leadership personnel around us? The Bible says there is wisdom in a multitude of counsel, so we have done so.

From a Human Resources perspective, it is also vital to document the behavior. Keeping a record of our meetings with the individual, the warnings, and patterns that are not acceptable. The only thing worse than a bad employee is getting sued by one after they leave.

Number two is “be quick,” but don’t be quick until you’ve been careful first!

#2 - Be Quick

I love what my good friend and brilliant leadership consultant Sam Chand always says: “Hire slowly and fire quickly.” Yet, if you’re like me, we often do the opposite. We have a vacancy that needs to be filled ASAP, so we rush to fill the gap. But then, weeks or months later, we realize we may have settled. When it comes to firing, though, we move SOOO slowly. We question ourselves over and over, hesitant to pull the trigger. We keep giving the person “one more chance,” even though we’ve already given them five. Sometimes, we even pray and ask God to move them out so we don’t have to face the hard decision (don’t judge me—I know I’m not the only one who’s done that!).

As pastors and leaders, we’re in the people business. We want to see lives transformed, so we delay, delay, delay, hoping they might change. But deep down, we know it’s not going to work out.

Here’s the thing, leader: after step one—“be cautious”—BE QUICK. Tomorrow won’t make it easier. Dreading the moment doesn’t make it disappear. In my experience, the dread of the moment is usually worse than the moment itself. Yes, it’s hard, but waiting only makes it harder. Find the courage to act quickly.

#3 - Be Caring

If you haven’t fired the person yet, it’s probably because this last part comes most naturally to you: you’re caring. But I’m going to say something strong here—are you ready? Sometimes we think not firing someone is the caring thing to do, but in reality, it’s often cowardice. If we truly cared for them, we’d recognize that God has something better for them elsewhere. How do we know that? Because their staying in this organization isn’t good for them!

By avoiding the confrontation, we allow them to stay in a place where they’re not thriving. Our reluctance to address the issue could actually be holding them back from where God wants to empower and use them most.

2 ways to be caring when firing:

Care for the organization – When you prioritize the health of the organization, you understand that making decisions quickly is essential for the well-being of the entire body. Imagine going to the doctor and being told you had cancer, but then the doctor says they’ll wait 3-6 months to remove it. What do we know about cancer? It spreads, slowly damaging everything it touches. In the same way, a toxic employee spreads toxicity. An employee who doesn’t meet expectations and still keeps their job will soon influence others to follow suit.

Just as you’d tell the doctor to remove the cancer as quickly as possible to protect your body, you need to view the health of your organization the same way. Seeing this as your primary responsibility will give you the courage to cut out the “cancer” for the sake of the whole.

Yes, there is blood in surgery, and there is a healing season that follows, but it’s better to bleed quickly in surgery than to die slowly with cancer.

Last but not least, you care for the organization by being honest with it. In a caring and respectful way, announce that John/Jane Doe has transitioned off the team, making sure to honor and protect them with your words. Hiding a departure only creates rumors and can be more damaging than the person remaining on the team. As a leader, trust is everything.

Care for the individual – First, by walking through step one of “being cautious,” you’re already showing care for the individual. But when the time comes to let them go, you continue to care by ensuring they are well taken care of during the transition. These are real people, with real families, and we must steward that transition responsibly. There are many options to consider, and it’s wise to consult with HR, your CPA, or legal counsel. This could include offering a generous severance, extending insurance coverage for a period of time, or providing a letter of recommendation for their next job. Whatever you decide to do, how you do it will be even more important.

Be cautious, be quick, and be caring. But don’t wait any longer. Your organization will be better for it, and God will honor it because you were thoughtful, decisive, and compassionate.

Leadership is hard. But as a leader, you do hard things—that’s what you do. So, forward this article to your leadership team, meet this week, and pull the trigger.