Last month, we talked about A, B, and C employees, and how we should protect our As, develop our Bs, and pray over our Cs. You can read that article HERE. However, what happens when you have a problem employee? What happens when you have an employee that isn’t an A, B, or C, but instead is an F?
When you find yourself in this situation, there are really only three options… and they are known as the Three Ts of Problem Employees.
Train: The first T is Train. Sometimes, an employee isn’t meeting expectations because they lack the necessary training. If this is the case, you can help them become successful by giving them the training they need. It could be one-on-one training, it could be in a group setting, or it could even be something more official/professional like a conference or seminar that helps them turn their weaknesses into strengths. But, regardless of how you handle the training, this is the first step, and every effort should be made to help them become successful.
Transfer: The second T is Transfer. If every effort has been made to train the employee, and they are still not meeting expectations, your next option is to transfer them to a different role. After evaluating their strengths, gifts, and passions, ask yourself… “Is there a different role on your team that would be a better fit for them?” If so, explore that option together and give it serious consideration. Many times, giving someone a different opportunity on the team is all that it takes. I personally have seen this work multiple times. And to be clear, this is a great option when you have the right person on your team, but they aren’t in the right role.
Terminate: The third T is Terminate. If training and transferring hasn’t worked, and the employee is still not meeting expectations, you might be left with no other option except termination. Although this is never fun, it is sometimes necessary. The reality is, some people just aren’t the right fit for the church and/or the role, and the relationship has to be ended. When that happens, just be sure that you have properly documented all of the steps you have taken (PIPs, training opportunities, documented conversations, transferred positions, etc.). And, be sure to take good care of the employee as you transition them off of the team (for example, consider offering them a severance package so that they can still pay their bills while they look for a new job).
Some people suggest that there is a fourth T… Tolerate. However, a good leader would never tolerate a problem employee. So, I intentionally left it off the list.
Leading a staff can be difficult, but it’s extra difficult when you have a problem employee. When you find yourself in this situation, be intentional with how you handle it. And, my encouragement is to follow the steps above… train, transfer, and if necessary, terminate.
