5 Reasons Why You Cannot Effectively DIY Staff Terminations
When we were early in our marriage, and mostly broke, we hit a problem. Our washing machine simply stopped working. Being the gregarious (and cheap) husband I was at the time, I determined I would forego the assistance of a "qualified professional" and DIY the project. Mind you this was before the advent of the iPhone and helpful YouTube videos. But I had something better: the advice of the somewhat handy church janitor who walked me through some drawings on the back of a paper towel roll.
Hours into the project, I found my washing machine pulled out from the wall and in about a thousand pieces (only slightly exaggerating!). The good news was that I found the culprit: a sock that found its way into a pipeline that got itself stuck. At the realization that I found the problem, you can imagine my joy as I quickly ran to my bride to proudly show her my discovery, like a cat that brings the dead bird in from the backyard.
Unfortunately, that is where the good news ends.
I may have found the problem, but the real challenge came in putting everything back together again.
I didn't realize when I first got into it how much it was going to take to get out of it. I didn't foresee all the layers and parts that would be included. And I certainly didn't know how I was going to put it all back together again. It was in every way - a mess.
Letting go of someone from their position of ministry can be one of the most challenging and emotionally charged processes for any church or organization. Unresolved emotions, broken relationships, and spiritual dynamics can all complicate the process of gracefully transitioning an employee out of their position. Well-meaning leadership teams enter in, hoping to carefully and fairly manage the situation, yet, often find themselves in over their heads.
It is not uncommon for leadership teams to attempt to “DIY” or take on managing difficult conversations and termination processes by themselves. In most cases, the process requires a thoughtful and comprehensive roadmap, along with a team of experts and resources. While some leadership teams may consider doing it themselves, there are several reasons why they can't effectively DIY staff terminations and transitions. Let's explore some of these reasons and why it's essential to seek external help.
1. You Don't Have The Time
One of the main reasons why some leadership teams consider DIY staff terminations is they underestimate the time needed for a healthy transition. They want to handle the process quickly, and also minimize any disruptions to their ministry operations. However, this notion ignores the fact that the termination process involves critical details, such as severance packages, insurance benefits, and exit interviews. And these are typical considerations. But they aren't enough.
Whenever there are ministry transitions, leadership is usually thinking about what is next for the organization. As they should be! And while many organizations deliver a severance package in some form, basic financial compensation to get through the next month often falls short of what is truly needed. What is really needed is also to address critical areas like financial bandwidth, emotional and spiritual health for the departing leader and their family, and making sense of where God is at in this transition process. This is not a short or easy process, and oftentimes becomes an overwhelming burden for a leadership team trying to do the right thing.
2. You Don't Know What You Don't Know
Do you remember the game show, "Let's Make a Deal" with Monty Hall? The concept of there being a situation right in front of you that initially seems plain and visible, but there is something behind the door that you don't know about? It could be something that will greatly benefit you or completely derail your hopes of success. The same is true with a termination process, and why seeking outside help is essential.
Christian organizations strive to make both smart hiring choices and appropriate termination decisions when hiring new leaders. Having a high turnover rate for staff members is not desirable. Therefore, the elder board or leadership team should not be expected to be skilled HR professionals. Such expertise is typically not part of their role. But most take on that role because we believe in the mission and want to mobilize the mission.
Understanding what is needed for an outgoing leader and where to find those resources is something our team at Pastoral Transitions understands uniquely. While we do not give legal advice, we understand what is needed on a practical and soul level for an effective transition. A leadership team can benefit from this expertise.
3. Emotions And Nuance Are Real
As previously mentioned, ministry is a community that often feels like family, and it's challenging to make an emotional break within the community. Handling the emotional aspect of terminations is a delicate matter, and it can be easy for leadership teams to get caught up in the difficult emotions involved in the process. Oftentimes, the organization letting a staff person go is not really in the best position to also be the one considered "safe" in the process.
Leadership teams need an outside team to come in and provide a neutral perspective, insight into relationship dynamics, and appropriate pastoral care for the departing leader and those affected by their departure. Not only that, there may be reasons for the release that need to be processed outside the team who has made the decision. The leader might have blind spots needing to be addressed or need to process the transition themselves. Getting the right tools and people in place to ensure the next season is a thriving season for both the organization and the departing leader is mission critical.
4. Considering The Real Impact On Remaining Team Members
Terminations can have a ripple effect on the remaining team members, especially if not handled properly. The continuation of mistrust or backlash from residual hurt can create an unpleasant working environment for all. We have seen communities where they say their values are all about transparency, openness, and the value of each and every person on the team. Unfortunately, though, those values don't always align with the way terminations are handled. What is needed is an intentional environment of care and understanding for both the outgoing leader and remaining staff members so that they can process these transitions accordingly.
The idea of thoughtful, compassionate ministry transitions isn't a new concept—it's something that ought to be upheld by Christian organizations, and it can be done well when the right resources are leveraged. Many teams enter into a season of transition not only ill-equipped to provide all of the answers, but also not knowing the right questions they should be asking.
This can damage the morale of the remaining team members and compromise their ministry. However, working with a consultant along the way can ensure that the process is conducted with a sense of fairness and respect, gaining the trust of the staff and creating a positive working culture.
5. Loss Of Reputation Is No Joke
Bringing an staff member's time to a close can quickly become a high-profile issue, and if not handled correctly, it can be a significant blow to an organization's reputation. When the process is not well-handled, it can lead to disgruntled congregants or other team members taking to social media, lawsuits, or public scandals. Even if your ministry problems don't rise to the very visible outcomes of public scrutiny, the invisible outcomes are just as damaging. It is essential to have a strategy in place to ensure the ministry's reputation is maintained regardless of the situation.
For example, if your organization is known to have cared poorly for discharged staff members, it can make recruiting new leaders more difficult. Those who are faced with leaving may also feel abandoned and speak negatively about the team in their personal networks. A rock-solid NDA is no match for the power of a good reputation. It's essential that the team is aware of the impact that a careless transition can have and provides resources that will help everyone involved navigate through this difficult season.
In addition, developing healthy relationship protocols before, during, and after transitions can make it easier for teams to navigate these waters while preserving their reputation. Good relationship practices will also help create an environment of trust and understanding, which can be beneficial in the long-term.
Terminations are never easy, but when done with kindness and consideration, they don't have to be damaging. Though it's rarely easy, a thoughtful transition process can be done with grace and respect for those involved. The right resources can make this easier, so teams can emerge from the transition encouraged and well-equipped for the journey ahead.
By investing in a robust ministry transition plan, organizations can ensure that their staff members are cared for and their reputations are maintained. This will enable them to continue to pursue ministry with a sense of confidence and mission-mindedness, knowing that their team is in good hands.
Don't Go It Alone
Graceful ministry transitions are essential for both the church and the outgoing employee. While some leadership teams may seek to DIY staff terminations, they find themselves in a situation where they are not equipped to handle the multi-layered nuance involved in the process.
At Pastoral Transitions, we serve ministry leadership as they care for departing leaders and their families. We are pioneering the way for what we call "Kingdom Outplacement," a comprehensive roadmap for navigating ministry terminations and transitions with grace.
We specialize in ministry transitions and have the experience, expertise, and resources required to ensure that the termination process is handled with grace. The transition process can be difficult, but with the right approach, it can be handled in a way that preserves the unity of the church, while also allowing the employee to move on in every way, whole.
Matt Davis served as a Teaching and Executive Pastor for more than two decades in Orange County, California. After going through his own pastoral transition out of ministry, Matt learned the difficulty of this season. He helped start Pastoral Transitions, a ministry committed to helping ministry leaders navigate pastoral transitions with grace. As President, he seeks to bring healing a reconciliation to churches and their people.
