THE TERMINATOR AND THE TERMINATED
by Becky L. Wall
Since this article is Bible-based, I want to focus on the issue of firing employees of a church or church-related organization. Within these entities a great number of people, most of which are ministers, have been dismissed. The principles within scriptures outlined here also apply to other businesses and organizations.
Many of the people who were fired never emotionally (and sometimes financially) recover from this devastating experience. Being fired is one of the highest occurrences on the stress scale. Those doing the firing often agonize over how best to proceed. So, my intention for this Bible-based article is to help firees heal, to educate those doing the firing, and to help other church members determine the wrongs and rights of the situation.
Firing and being fired dates back to the church’s infancy. Mark, also known as John Mark, one of Jesus's followers and helpers, was fired by the Apostle Paul for not showing up in Pamphylia (Acts 15 37-38). Paul eventually came to appreciate Mark so much that he asked for him specifically at a later date. (II Timothy 4:11).
Everyone knows someone fired by the church, usually a preacher. The following statistics compiled for Christianity Today (Christianity Today.com April 16, 2006) reveal the high number of ministers who have been fired or forced out:
- “7. During your ministry, have you ever been fired or forced to resign? Fired: 6 percent; forced out: 19 percent. (Since some had experienced both, the combined tally came to 22.8 percent; still nearly 1 in 4 pastors have been terminated.) We also asked ‘Who forced you out?’ and found the biggest single culprit was "a small faction’ of about 10 people.”
- “8. [Of those forced out:] Was the church told why? 63 percent of the time, no.”
- “9. [Of those forced out:] To your knowledge, had the church forced out other ministers in its past? 62 percent of respondents said yes, meaning that roughly 15 percent of Protestant congregations are, in writer Dave Goetz's term, ‘repeat-offender churches.’”
The Emotional Factor:
The grief and sense of loss over the termination are so intense that it takes many months to be able to function at all. Yet the one fired is expected to find another job and perform well. The grief may be the same as from divorce and right behind death. The stress of it all will subsequently affect the health of the person who was fired. It also affects the family.
The person who was fired may have to give up his or her home, pull the children out of the school in which they are rooted and where their friends are, give up friends and familiar surroundings, and relocate. Relocating generates another set of stresses.
The Physical Factor:
That employee may develop heart problems, high blood pressure, anxiety problems, depression, digestive ailments, etc. But the former employee will have no health insurance including for their spouse and children.
The Financial Factor:
Financial loss includes the obvious loss of income, loss of health and dental insurance, loss of savings including savings for retirement while seeking new employment and possible loss of a home. A pastor will surely lose his home if the church provided a parsonage while he was employed.
Employability Factor:
Being fired marks a person for every potential job. In every interview the question is asked, “Why did you leave your last job?” The application form may also ask, “Have you ever been fired or have you ever been asked to resign?” Both questions are asked to weed out those who present a risk. But the applicant may be completely capable of filling the position.
Asking a worker to resign is a common practice. But if the worker tells a potential employer he resigned, the truth would eventually reveal itself and the person would be seen as deceitful at best and a liar at worst. Also, when a person has been fired from a church or church-related organization or business, potential employers may think the fired person must have done something really terrible for a church to fire him or her, such as steal tithes or have an affair with a church member or leader. The potential employers would expect a church or church-related organization to bend over backwards to try to work with a person.
The Social Factor:
Many people treat a person who has been fired much like they treat a divorcee. Some don’t know where to place fault, so they wonder whether to offer an arm around the worker's shoulder to comfort the firee or to give that person a dirty look. Other people do not know what to say so they shun the person. The firee also shuns people because of possible embarrassment. A formerly employed person might have to answer the question, “Are you still working at (fill in the blank)_________ ?” That’s when the firee begins to stutter, the person's face turns red, the eyes look downward and embarrassment sets in, along with the feeling of being a failure while everyone else seems to be a winner.
Spiritual Factor:
The most important spiritual factors within a church where an employee was fired, usually the minister or song leader are: Those upset with the church leaders may find another church home or the church may even split. Still others will lose respect for church leaders and some who stay may lose their spiritual fervor. Fired pastors may give up ministry altogether, as may any person who has been fired from any type of ministry. New or weak Christians in the church may drop out. And the children who are paying attention, are upset, and are drawing their own conclusions or are getting false information or hearing gossip. They remember it the rest of their lives if it was someone they liked.
Dismissing someone does not always edify the church. In fact, if the church is practicing Biblical principles, the leadership would avoid causing such destruction and pain in a person’s life. Yes, Christ wants the church to grow and the church leaders may feel the one fired is failing in that area, but does the end justify the means? Isn't it just as much the church leaders and members' responsibility to grow and nurture the church? Are they failing? Do they fall in the category of the Pharisees in the Bible who saw themselves as having no faults and refused to see truths?
How to Fire an Employee:
I realize there is another point of view, the view of the ones doing the firing. Some people do deserve to be fired. But when that must be done, every consequence should be carefully considered. Those who do the firing ought to consider the following suggestions before terminating someone:
The questions that should be asked are, “How would Jesus do it,” “What would He say?” and “Does firing the employee edify the church?”
Before acting, read I Corinthians 13, the love chapter, then examine yourself. Have you been patient with the employee? Have you kept a record of wrongs? Have you been easily angered or self-seeking? Read also Matthew 23 and make sure your actions and words do not mimic those of the Pharisees, whom Jesus chastises.
If honest communication is not present from the beginning, the employee will be unable to perform effectively and their job loss may be inevitable. That would make superiors and/or co-workers as guilty of poor performance as the one being fired.
Consider that though constructive criticism hurts, it doesn’t hurt as badly as losing a job.
If pay cuts become necessary, they should be pro-rated among employees from the highest to the least on the pay scale. Needed funds should never be taken first from the pocket of “the little guy.”
Employees should not be treated rudely or made to feel unwanted so that they will leave on their own.
The amount at which the person is hired in should not be begrudged so much that some involved in the hiring do not agree with the new hiree's salary, make it their mission to look for fault in the person. It is best that all involved in the hiring are on board. Otherwise there might be an internal "war." Don’t look for fault in the employee if you did not agree with the hiring of that person. And the employee should ask if everyone on the board was in agreement to his or her being hired and the amount they would be paid.
If a person is hired away from a previously good job, that person should not be let go when it is determined that his or her pay, or a portion of it, could be used elsewhere. Don't put the employee in a financially distressed situation, especially if the employee was hired out of a comfortable job. Shorting the power company or the utility department what is owed is never acceptable. What is owed an employee should never be shorted either. Behave justly. Don't oppress workers who are desperate for a job.
A fired employee should be assured that every effort will be made to find him or her another job. That promise should be followed up with action. Firing a person without helping the person find another job is comparable to the situation in James 2:16: " 'Go in peace, keep warm and well fed,' but does nothing about their physical needs, what good is it?" A person needs a job to provide for their physical needs and the needs of their family.
When giving a recommendation for the employee, assure the potential employer that the employee is highly recommended and that he or she has good work ethics, is easy to work with, and has impeccable moral character (if all are true). Every effort should be made to protect the employee’s work reputation. It is the law that no negative recommendation be given.
The employee should not be terminated, then forgotten. Church leaders/shepherds and all employers have a responsibility for the welfare of the ex-employee until that employee has a new position and a new church home.
In a church situation, don’t say that because the ex-employee chose not to stay with the congregation, the leadership is no longer responsible for the person. Usually the firee does not stay because of the embarrassment, humiliation, rejection, emotional pain, and feelings of being unloved and unwanted. Love and concern should not cease, or your responsibilities.
Also in a church situation, fellow church members should be informed that the ex-employee was not immoral. When there is silence, the people in the congregation will come up with their own ideas or story/gossip as to why the person is no longer employed by the church, thus injuring the employee’s reputation. Still others will add fuel to the fire. It is wrong, but church people aren’t perfect.
Don’t ask the employee to resign to avoid having to answer questions from others about why the person was let go. For the person to say he resigned when he really wanted to stay is, in effect, a lie. If the employee chooses to resign knowing he isn't wanted there, that resignation is acceptable. Purposely making the employee miserable at work so that he will leave is passive aggressive and does not portray Christian behavior. If money is an issue, just say so.
If the employee has been accused of a major infraction, he or she has a right to meet the accuser and address any negative comments being made about him or her. Too many decisions are based on misunderstandings, misconceptions, half-truths and even lies. Follow the principles of Matthew 18:15-16: "If your brother sins against you, go and show him his fault, just between the two of you. If he listens to you, you have won your brother over. But if he will not listen, take one or two others along, so that 'every matter may be established by the testimony of two or three witnesses.'"
Ask yourself if you are trying to take the splinter out of the employee’s eye when you have a plank in your own eye. Do the ex-employee’s faults seem worse than yours?
The Social Factor:
Many people treat a person who has been fired much like they treat a divorcee. Some don’t know where to place fault, so they wonder whether to offer an arm around the worker's shoulder to comfort the firee or to give that person a dirty look. Other people do not know what to say so they shun the person. The firee also shuns people because of possible embarrassment. A formerly employed person might have to answer the question, “Are you still working at (fill in the blank)_________ ?” That’s when the firee begins to stutter, the person's face turns red, the eyes look downward and embarrassment sets in, along with the feeling of being a failure while everyone else seems to be a winner.
Spiritual Factor:
The most important spiritual factors within a church where an employee was fired, usually the minister or song leader are: Those upset with the church leaders may find another church home or the church may even split. Still others will lose respect for church leaders and some who stay may lose their spiritual fervor. Fired pastors may give up ministry altogether, as may any person who has been fired from any type of ministry. New or weak Christians in the church may drop out. And the children who are paying attention, are upset, and are drawing their own conclusions or are getting false information or hearing gossip. They remember it the rest of their lives if it was someone they liked.
Dismissing someone does not always edify the church. In fact, if the church is practicing Biblical principles, the leadership would avoid causing such destruction and pain in a person’s life. Yes, Christ wants the church to grow and the church leaders may feel the one fired is failing in that area, but does the end justify the means? Isn't it just as much the church leaders and members' responsibility to grow and nurture the church? Are they failing? Do they fall in the category of the Pharisees in the Bible who saw themselves as having no faults and refused to see truths?
How to Fire an Employee:
I realize there is another point of view, the view of the ones doing the firing. Some people do deserve to be fired. But when that must be done, every consequence should be carefully considered. Those who do the firing ought to consider the following suggestions before terminating someone:
The questions that should be asked are, “How would Jesus do it,” “What would He say?” and “Does firing the employee edify the church?”
Before acting, read I Corinthians 13, the love chapter, then examine yourself. Have you been patient with the employee? Have you kept a record of wrongs? Have you been easily angered or self-seeking? Read also Matthew 23 and make sure your actions and words do not mimic those of the Pharisees, whom Jesus chastises.
- Consider the verse from I Thessalonians 5:11 which says "Therefore encourage one another and build each other up, just as in fact you are doing." Ask yourself, were you building the employee up? The message is meant for Christians but should extend past the church doors. We're not to be one way at church and another in the secular community.
- Consider the employee’s circumstances and how much damage would be done to his or her life by your action.
- Make every effort to work things out, if possible, the key word being “every.”
- Assume the role of a humble servant. Do not have a “Big I, little u” mind-set.
- Pray before you act, but know that praying doesn’t always make the action the Lord’s will.
- Don’t have a stance of “My mind is made up; don’t bother me with the facts.” Better yet, talk to the person about his or her actions and gather the facts before making up your mind to fire that person. Things aren't always as they appear.
- If the employee is doing no work at times or if the employee is loud and/or hurts morale, consider I Thess. 5:14: "And we urge you, brothers and sisters, warn those who are idle and disruptive, encourage the disheartened, help the weak, be patient with everyone." The Bible tells us just how to treat employees and bosses too.
If honest communication is not present from the beginning, the employee will be unable to perform effectively and their job loss may be inevitable. That would make superiors and/or co-workers as guilty of poor performance as the one being fired.
Consider that though constructive criticism hurts, it doesn’t hurt as badly as losing a job.
If pay cuts become necessary, they should be pro-rated among employees from the highest to the least on the pay scale. Needed funds should never be taken first from the pocket of “the little guy.”
Employees should not be treated rudely or made to feel unwanted so that they will leave on their own.
The amount at which the person is hired in should not be begrudged so much that some involved in the hiring do not agree with the new hiree's salary, make it their mission to look for fault in the person. It is best that all involved in the hiring are on board. Otherwise there might be an internal "war." Don’t look for fault in the employee if you did not agree with the hiring of that person. And the employee should ask if everyone on the board was in agreement to his or her being hired and the amount they would be paid.
If a person is hired away from a previously good job, that person should not be let go when it is determined that his or her pay, or a portion of it, could be used elsewhere. Don't put the employee in a financially distressed situation, especially if the employee was hired out of a comfortable job. Shorting the power company or the utility department what is owed is never acceptable. What is owed an employee should never be shorted either. Behave justly. Don't oppress workers who are desperate for a job.
A fired employee should be assured that every effort will be made to find him or her another job. That promise should be followed up with action. Firing a person without helping the person find another job is comparable to the situation in James 2:16: " 'Go in peace, keep warm and well fed,' but does nothing about their physical needs, what good is it?" A person needs a job to provide for their physical needs and the needs of their family.
When giving a recommendation for the employee, assure the potential employer that the employee is highly recommended and that he or she has good work ethics, is easy to work with, and has impeccable moral character (if all are true). Every effort should be made to protect the employee’s work reputation. It is the law that no negative recommendation be given.
The employee should not be terminated, then forgotten. Church leaders/shepherds and all employers have a responsibility for the welfare of the ex-employee until that employee has a new position and a new church home.
In a church situation, don’t say that because the ex-employee chose not to stay with the congregation, the leadership is no longer responsible for the person. Usually the firee does not stay because of the embarrassment, humiliation, rejection, emotional pain, and feelings of being unloved and unwanted. Love and concern should not cease, or your responsibilities.
Also in a church situation, fellow church members should be informed that the ex-employee was not immoral. When there is silence, the people in the congregation will come up with their own ideas or story/gossip as to why the person is no longer employed by the church, thus injuring the employee’s reputation. Still others will add fuel to the fire. It is wrong, but church people aren’t perfect.
Don’t ask the employee to resign to avoid having to answer questions from others about why the person was let go. For the person to say he resigned when he really wanted to stay is, in effect, a lie. If the employee chooses to resign knowing he isn't wanted there, that resignation is acceptable. Purposely making the employee miserable at work so that he will leave is passive aggressive and does not portray Christian behavior. If money is an issue, just say so.
If the employee has been accused of a major infraction, he or she has a right to meet the accuser and address any negative comments being made about him or her. Too many decisions are based on misunderstandings, misconceptions, half-truths and even lies. Follow the principles of Matthew 18:15-16: "If your brother sins against you, go and show him his fault, just between the two of you. If he listens to you, you have won your brother over. But if he will not listen, take one or two others along, so that 'every matter may be established by the testimony of two or three witnesses.'"
Ask yourself if you are trying to take the splinter out of the employee’s eye when you have a plank in your own eye. Do the ex-employee’s faults seem worse than yours?
Consider how you would want to be treated and what damage would be done to you and your family if your own job were on the chopping block.
Do not single out an employee simply because that employee is the least on the prestige or power scale, "the low man on the totem pole."
Final Thoughts Concerning the Church:
The church is not a business any more than a family is a business. Church members and workers are family and should treat each other as such. Every effort should be made to work together in love and harmony, allowing for differences in personality types, strengths, weaknesses, energy levels, life experiences, spiritual maturity and opinions. The “divorce” of a person on the church payroll should be an option only in extreme cases such as ongoing immorality, preaching false doctrine, or defiant “dereliction of duty.” Consider that God Himself may have placed the person in that position for a reason, or as the book of Esther says "for such a time as this."
Do not single out an employee simply because that employee is the least on the prestige or power scale, "the low man on the totem pole."
Final Thoughts Concerning the Church:
The church is not a business any more than a family is a business. Church members and workers are family and should treat each other as such. Every effort should be made to work together in love and harmony, allowing for differences in personality types, strengths, weaknesses, energy levels, life experiences, spiritual maturity and opinions. The “divorce” of a person on the church payroll should be an option only in extreme cases such as ongoing immorality, preaching false doctrine, or defiant “dereliction of duty.” Consider that God Himself may have placed the person in that position for a reason, or as the book of Esther says "for such a time as this."
