WOW!!! Every point discussed in this article is spot on and even though we are called to love and care, as you pointed out, loving and caring may be something completely different than holding on and holding out hope that things will change. I love your statement "An employee who doesn't meet expectations and still keeps their job will soon influence others to follow suit." In one of the first Zoom calls that you hosted, the topic of contentment vs complacency was brought up and I almost completely believe that the above statement directly ties into the topic of contentment vs complacency. Allowing an employee, or another leader to continuely perform below expectations does neither the company OR employee any good...both are being hurt by not calling the situation what it really is.
The people business is hard and not for the faint of heart, but we have to be willing to face hard conversations head on if it means that we are protecting the organization from crumbling and keeping everyone else healthy.
Thank you for sharing this article and your wisdom...both are much appreciated!
I've never been in ministry, in fact, I've never been the one responsible for hiring/firing!! However, I'm just thinking of the general Healthcare system here, since I'm more familiar with that. It seems that as long as there are policies/procedures in place from the beginning that are clear and concise, make logical sense and reflect the business's values, and the employee was given information on such at the time of hire, and those policies/procedures are followed as written.... well, it seems that it would be a bit easier to execute those polices and procedures. It may make it easier for the manager of the unit to remove their emotions from the equation if they could back it up with a "paper trail."
In most Hospitals, if the employee has received 3 written warnings accompanied by consultation, and both parties (employee and manager) has signed the warning (signing does not signify aggreement), that equals termination. Plain and simple. It really doesn't leave space for much bartering in that process. Usually, most employees know, by the 3rd warning, "I'm close to getting the boot out the door!" and they have begun a job hunt on their own initiative.
At the staff and charge nurse levels, severance pay, or other perks are not ever considered. So that would be a luxury and unexpected at that level or even for termination reasons at any level. Maybe that's where the compassion of ministry comss in. That would be going above and beyond... as Jesus did.
There were a few nurses in my years of employment that should have been terminated immediately and never were, a blind eye was turned. But, there were others, who were amazing nurses, but were terminated for no apparent reason....
Thank you for this wisdom and insight. I'm printing it out and adding it t a binder that I keep. It's titled: "Important Things I have to Remember."
Oh man I’m honored! Thank you
WOW!!! Every point discussed in this article is spot on and even though we are called to love and care, as you pointed out, loving and caring may be something completely different than holding on and holding out hope that things will change. I love your statement "An employee who doesn't meet expectations and still keeps their job will soon influence others to follow suit." In one of the first Zoom calls that you hosted, the topic of contentment vs complacency was brought up and I almost completely believe that the above statement directly ties into the topic of contentment vs complacency. Allowing an employee, or another leader to continuely perform below expectations does neither the company OR employee any good...both are being hurt by not calling the situation what it really is.
The people business is hard and not for the faint of heart, but we have to be willing to face hard conversations head on if it means that we are protecting the organization from crumbling and keeping everyone else healthy.
Thank you for sharing this article and your wisdom...both are much appreciated!
Excellent thoughts!
I've never been in ministry, in fact, I've never been the one responsible for hiring/firing!! However, I'm just thinking of the general Healthcare system here, since I'm more familiar with that. It seems that as long as there are policies/procedures in place from the beginning that are clear and concise, make logical sense and reflect the business's values, and the employee was given information on such at the time of hire, and those policies/procedures are followed as written.... well, it seems that it would be a bit easier to execute those polices and procedures. It may make it easier for the manager of the unit to remove their emotions from the equation if they could back it up with a "paper trail."
In most Hospitals, if the employee has received 3 written warnings accompanied by consultation, and both parties (employee and manager) has signed the warning (signing does not signify aggreement), that equals termination. Plain and simple. It really doesn't leave space for much bartering in that process. Usually, most employees know, by the 3rd warning, "I'm close to getting the boot out the door!" and they have begun a job hunt on their own initiative.
At the staff and charge nurse levels, severance pay, or other perks are not ever considered. So that would be a luxury and unexpected at that level or even for termination reasons at any level. Maybe that's where the compassion of ministry comss in. That would be going above and beyond... as Jesus did.
There were a few nurses in my years of employment that should have been terminated immediately and never were, a blind eye was turned. But, there were others, who were amazing nurses, but were terminated for no apparent reason....
It's a difficult topic for sure!!