Mercy in the workplace is not a commonly considered approach. Think about common cliches. "Dog eat dog world." "Rat race." "It's a jungle out there." Those sayings don't make me think about mercy.
But look at James 2:12-13: "Speak and act as those who are going to be judged by the law that gives freedom, because judgment without mercy will be shown to anyone who has not been merciful. Mercy triumphs over judgment."
How can you show mercy to people this week? You may be perfectly in your rights to judge. But that's where this passage is particularly relevant.
This is finals week for me, so perhaps it's appropriate that I should blog about mercy. There's a lot of talk about grade inflation and holding rigorous standards. And I agree with the idea that an A should mean something, should be a reward for hard work. But I also know that I have to balance that rigor with mercy. And it's a line that I'm still trying to find--how to show grace without being a push-over.
How does mercy affect you and how you do your job?
Showing posts with label Good Supervisors. Show all posts
Showing posts with label Good Supervisors. Show all posts
Monday, December 12, 2011
Friday, October 14, 2011
Thoughts about Firing Employees
I had lunch with a friend a couple of weeks ago, and he mentioned a topic that he'd like to see written about on this blog. This person is a Christian and tries to live like Jesus in his workplace. He is also a supervisor. He recently had to fire an employee. My friend asked me to think about and write about one's role as supervisor having to fire someone relates to one's role as Christian.
I'm still working on that post--it's not an easy question. There's the issue of quality work. The master who gave talents to his servants certainly expected those subordinates to work hard. And you might say he fired the one who did not. But the other side of things is the unmerciful servant. We have been forgiven so much. How can we not forgive others?
In some ways, the analogous situation for me is assigning grades, particularly near the end of the semester when I know that assigning a particular grade will cause a student to fail.
It's a post that I'm still working on. What are your thoughts? If you'd rather not post them as comments, feel free to email me. Look for the post in a couple of weeks.
I'm still working on that post--it's not an easy question. There's the issue of quality work. The master who gave talents to his servants certainly expected those subordinates to work hard. And you might say he fired the one who did not. But the other side of things is the unmerciful servant. We have been forgiven so much. How can we not forgive others?
In some ways, the analogous situation for me is assigning grades, particularly near the end of the semester when I know that assigning a particular grade will cause a student to fail.
It's a post that I'm still working on. What are your thoughts? If you'd rather not post them as comments, feel free to email me. Look for the post in a couple of weeks.
Friday, August 12, 2011
The Problem with People is That Their Human
One of the reasons why life seems so unfair is that we have expectations that are too high. Don’t label me a cynic or pessimist yet. We expect our boss to make promotions in a way that is completely rational in our eyes. We expect that, if we do our work well, everyone will always treat us well. We expect our subordinates, coworkers, and supervisors to be respectful and civil all the time. Basically, we expect everyone in the workplace to be perfect. You may be saying, “no, I don’t expect them to be perfect. But it’d be nice if they were reasonable.” But what you’re saying is that you’d like them to be reasonable all the time. In a sense, perfectly reasonable.
The problem is that the people around you are human. If you were surrounded by robots, you might not have to deal with people who act unreasonably, with disrespect or incivility. Robots don’t backstab you. They don’t make decisions based on their own ambitions or whims. If you worked only with robots, life might be fairer.
Sure, I’m joking to a great extent. But people can never live up to our expectations because they are human. We create an illusion of how things should be, but imperfect humanity never makes it all the way to “should be.”
Don’t read this and be depressed all weekend about how pitiful we all are. Don’t let this lead to cynicism or pessimism. Instead, be a realist. Know that people do good things, but underneath everything, we’re all sinners in need of a savior. It might help to remember times when you weren’t reasonable or fair toward someone else. Pray for the people around you. And extend them the same mercy when they mess up that God extends to you.
The problem is that the people around you are human. If you were surrounded by robots, you might not have to deal with people who act unreasonably, with disrespect or incivility. Robots don’t backstab you. They don’t make decisions based on their own ambitions or whims. If you worked only with robots, life might be fairer.
Sure, I’m joking to a great extent. But people can never live up to our expectations because they are human. We create an illusion of how things should be, but imperfect humanity never makes it all the way to “should be.”
Don’t read this and be depressed all weekend about how pitiful we all are. Don’t let this lead to cynicism or pessimism. Instead, be a realist. Know that people do good things, but underneath everything, we’re all sinners in need of a savior. It might help to remember times when you weren’t reasonable or fair toward someone else. Pray for the people around you. And extend them the same mercy when they mess up that God extends to you.
Wednesday, June 22, 2011
Celebrate!!
Today is my birthday, which probably has me thinking about celebrations a little more than normal. As I read the Old Testament, celebrations were a regular part of Israeli life. Look at Leviticus 23. The whole chapter is a description of the feasts that God wanted His people to celebrate, including the Passover, the First Fruits, the Feast of Weeks, the Feast of Trumpets, and the list goes on and on. But celebrations weren't limited to Leviticus. David celebrated as the Ark of the Covenant returned to Jerusalem (2 Samuel 6:12-19). After rebuilding the wall around Jerusalem, Nehemiah organized a parade to celebrate (Nehemiah 12:27-43). The example of Nehemiah is particularly interesting because Nehemiah recognizes the specific contributions of the people to the rebuilding effort (Nehemiah 3:1-32).
What do you do to celebrate where you work? Is there some type of ritual that you participate in when someone does something great?
If you're a supervisor, do you celebrate the accomplishments of your subordinates? Recognize the hard work of those around you. Encourage them. And celebrate!
What do you do to celebrate where you work? Is there some type of ritual that you participate in when someone does something great?
If you're a supervisor, do you celebrate the accomplishments of your subordinates? Recognize the hard work of those around you. Encourage them. And celebrate!
Monday, June 13, 2011
Follow up on Dealing with Difficult Subordinates
Friday's post was about dealing with difficult subordinates as a Christian. I wanted to follow up on that post because I think it's anything but black and white. As a supervisor, you need people to be productive and to be focused on the organization's goals, which sometimes means you have to prod people to get them to work. At the same time, I posted last week about the importance of mercy when communicating with subordinates. It's really a balancing act, with justice on one side (giving people the rewards and punishments that they deserve so that they'll work hard) and mercy on the other side (recognizing that you have been spared the punishments you deserve and promised incredible, unearned rewards).
I think about that balance as I interact with students in my classes. It's not a perfect analogy, but in some ways, they are like subordinates. When they challenge the way that I graded an assignment, I have to balance justice and mercy. I want the class to be rigorous and an "A" to mean something. That means setting high expectations and enforcing standards when those expectations aren't met. On the other hand, let's say a student turns something in late. I want to temper that justice with mercy. Yes, I want the student to learn the importance of deadlines, but as a Christian, I want to be merciful.
It is a tough dilemma to balance these things. No doubt, sometimes I err on either side. You will also. But keeping both sides in mind is important. Micah 6:8 says to "act justly, love mercy, and walk humbly with your God." Be just with your subordinates. But love mercy--really seek out ways that you can model mercy and forgiveness with them. Then walk humbly with God, knowing that you will not be perfect in justice or mercy. And be thankful that you have a Master who is perfect in both!
I think about that balance as I interact with students in my classes. It's not a perfect analogy, but in some ways, they are like subordinates. When they challenge the way that I graded an assignment, I have to balance justice and mercy. I want the class to be rigorous and an "A" to mean something. That means setting high expectations and enforcing standards when those expectations aren't met. On the other hand, let's say a student turns something in late. I want to temper that justice with mercy. Yes, I want the student to learn the importance of deadlines, but as a Christian, I want to be merciful.
It is a tough dilemma to balance these things. No doubt, sometimes I err on either side. You will also. But keeping both sides in mind is important. Micah 6:8 says to "act justly, love mercy, and walk humbly with your God." Be just with your subordinates. But love mercy--really seek out ways that you can model mercy and forgiveness with them. Then walk humbly with God, knowing that you will not be perfect in justice or mercy. And be thankful that you have a Master who is perfect in both!
Friday, June 10, 2011
What to do about difficult subordinates
This finishes the week of dealing with difficult people. It may seem strange to talk about "dealing" with difficult subordinates. After all, by definition, they are subordinate, subject to sanctions, driven by rewards that you give out. It should be a simple thing to reward behavior that is easy to work with while punishing behavior that is difficult, right?
It's rarely that straightforward. Practically, there might be constraints on how much you can punish a difficult subordinate--you may have to deal with more than you'd like. But more importantly, is a heavy-handed approach with subordinates always the most Christian way to supervise? That's not to say that a Christian supervisor can't expect discipline and hard work from subordinates. But what does the Bible say about interacting with the people that report to you, particularly when they are "problem" people?
First, remember that we are told to love. Subordinates aren't supposed to be exempt from that love. You need to love those who report to you. One way to show love is to lead as a servant rather than as a tyrant. Think about how you can serve your subordinates. Another way to love is to show mercy to subordinates. Think about the unmerciful servant (Matthew 18:22-35). He was shown mercy by the Master, yet he showed no mercy to his fellow servant. In the story, you might think of the second servant who owed the first servant as his subordinate. You have been shown more mercy by the Master than you can ever repay. By comparison, whatever your subordinate does to you is small. You are called to be merciful. Part of that mercy is genuine forgiveness. Paul called Philemon to forgive his "subordinate" Onesimus. Onesimus deserved death according to Roman law. Surely your subordinates are not that bad!
As you show love to difficult subordinates, there are a few other practical things to consider. I really like Proverbs advice that a "gentle answer turns away wrath" (15:1). You may be tempted to respond strongly when a direct report is insubordinate or makes a mistake. That's where this proverb comes in handy. You have the authority to respond strongly, but perhaps a gentle answer will come nearer leading to a productive and committed employee than a harsh response. Another practical consideration is what to do when you hear subordinates talking about you. We like to poke fun at others. I can remember doing imitations of my bosses, and I'm sure that's a pretty common occurrence in most workplaces. Ecclesiastes 7:21-22 suggests that you should be careful how you respond when subordinates are venting about you. After all, how many times have you shared your frustrations about a supervisor with someone else?
It's rarely that straightforward. Practically, there might be constraints on how much you can punish a difficult subordinate--you may have to deal with more than you'd like. But more importantly, is a heavy-handed approach with subordinates always the most Christian way to supervise? That's not to say that a Christian supervisor can't expect discipline and hard work from subordinates. But what does the Bible say about interacting with the people that report to you, particularly when they are "problem" people?
First, remember that we are told to love. Subordinates aren't supposed to be exempt from that love. You need to love those who report to you. One way to show love is to lead as a servant rather than as a tyrant. Think about how you can serve your subordinates. Another way to love is to show mercy to subordinates. Think about the unmerciful servant (Matthew 18:22-35). He was shown mercy by the Master, yet he showed no mercy to his fellow servant. In the story, you might think of the second servant who owed the first servant as his subordinate. You have been shown more mercy by the Master than you can ever repay. By comparison, whatever your subordinate does to you is small. You are called to be merciful. Part of that mercy is genuine forgiveness. Paul called Philemon to forgive his "subordinate" Onesimus. Onesimus deserved death according to Roman law. Surely your subordinates are not that bad!
As you show love to difficult subordinates, there are a few other practical things to consider. I really like Proverbs advice that a "gentle answer turns away wrath" (15:1). You may be tempted to respond strongly when a direct report is insubordinate or makes a mistake. That's where this proverb comes in handy. You have the authority to respond strongly, but perhaps a gentle answer will come nearer leading to a productive and committed employee than a harsh response. Another practical consideration is what to do when you hear subordinates talking about you. We like to poke fun at others. I can remember doing imitations of my bosses, and I'm sure that's a pretty common occurrence in most workplaces. Ecclesiastes 7:21-22 suggests that you should be careful how you respond when subordinates are venting about you. After all, how many times have you shared your frustrations about a supervisor with someone else?
Friday, April 15, 2011
Only Human
This week, Kobe Bryant yelled a homophobic slur at a referee. He was fined and shamed, as he should have been for saying what he said. In his comments after the incident, he noted that "the concern that I have is for those that follow what I say and ... look to me as a role model." Kobe is used to living in the spotlight, where people pay more attention to his actions and expect him to be above reproach to a certain extent. It seems like almost every couple of weeks, another public figure is caught doing something that they shouldn't be doing. Sometimes, it's easy to forget that they are just human. I'm not making excuses for what Kobe or anyone else has done. Nor am I saying that they shouldn't be subject to high standards given the tendency for others, especially young people, to look up to such public figures. But really, they are, after all, human. All too often, I think we forget that our bosses and coworkers are also human in one of two ways. In the first way, we set super-human expectations for them and are disappointed when they don't live up to those expectations. It's important to realize that the people around us make mistakes. Your boss is going to make mistakes. When he or she does, it's important to understand that this person is just someone else in need of a Savior. In the second way, we see the people around us almost as uncaring robots, who interact with us but are devoid of feelings and needs. This is dangerous because it gives us a false loophole in the command to love others: Jesus tells us to love other people, but maybe our coworkers and bosses don't count. The reality is that we're all only human. We make mistakes. Your boss makes mistakes. Your coworkers make mistakes. Your subordinates, your clients, your venders, they all make mistakes. Rather than expecting someone to be perfect, look for ways that you can show love to people in spite of their shortcomings. God did that for you.
Friday, March 11, 2011
Recognize Others' Accomplishments
Matthew 25: 21, 23
How long has it been since you've recognized the accomplishments of your subordinates? Most of us are quick to correct others' work, but may not be quite as ready with praise. The Bible is replete with instructions about encouraging others (1 Thessalonians 5:11 and Hebrews 3:13 are two examples). One early church missionary was recognized as a "Son of Encouragement" (Barnabas in Acts 4:36). Paul's letters to Timothy and Titus include recognitions of the gifts that each of these subordinates had displayed. But perhaps the best example of a supervisor recognizing subordinates is in Jesus' parable of the talents. The man with 5 talents and the man with 2 talents had worked and earned a 100% return on their masters' investment. The master was quick with praise: "Well done, good and faithful servant...come and share in your masters' happiness." The good work by the servants was followed by praise from their supervisor as well as a promotion/recognition appropriate to their accomplishments.
In this economy, it's hard to give raises and promotions, particularly as many businesses are cutting back. But you can always give recognition to the people around you. Encourage others by showing that you see their value. And brag about their accomplishments to others. You'll be amazed at how hard they continue to work for you. But more than that, you'll be showing Christ's love to them as you encourage.
How long has it been since you've recognized the accomplishments of your subordinates? Most of us are quick to correct others' work, but may not be quite as ready with praise. The Bible is replete with instructions about encouraging others (1 Thessalonians 5:11 and Hebrews 3:13 are two examples). One early church missionary was recognized as a "Son of Encouragement" (Barnabas in Acts 4:36). Paul's letters to Timothy and Titus include recognitions of the gifts that each of these subordinates had displayed. But perhaps the best example of a supervisor recognizing subordinates is in Jesus' parable of the talents. The man with 5 talents and the man with 2 talents had worked and earned a 100% return on their masters' investment. The master was quick with praise: "Well done, good and faithful servant...come and share in your masters' happiness." The good work by the servants was followed by praise from their supervisor as well as a promotion/recognition appropriate to their accomplishments.
In this economy, it's hard to give raises and promotions, particularly as many businesses are cutting back. But you can always give recognition to the people around you. Encourage others by showing that you see their value. And brag about their accomplishments to others. You'll be amazed at how hard they continue to work for you. But more than that, you'll be showing Christ's love to them as you encourage.
Monday, January 3, 2011
Servant Leadership
Matthew 20:20-28; Mark 10:42-45
cf John 13:1-17
This is the 100th post on this blog. Plus this is the first post of 2011. As I looked at the notes that I've made on my recent readings for this blog, one of the really important topics that stands out to me is servant leadership, so I wanted to start the year with a discussion of that topic.
In some ways, servant leadership has been a popular buzzword since Robert Greenleaf's 1978 book by that title. In fact, a niche market has sprung up talking about how your business can benefit if you adopt Jesus' principles of leadership (Nehemiah and Moses are also popular models, for good reasons--both were excellent leaders). But here's the thing. When Jesus talks about leadership, he doesn't talk about it in ways that will make a company profitable. If anything, just the opposite may be true. "Whoever wants to be great among you must be your servant." Jesus washed the disciples' feet, not because He thought it would make them more persuasive evangelists, but because He wanted to model the humility that He expected from them. The result of this kind of leadership may be that your employees respond in ways that make the company more successful, but that should not be the motivation. The motivation should be to honor God and to follow Jesus.
How can you exercise servant leadership? First, think about your position of authority. Do you "lord it over" you subordinates? When there's a decision to be made that affects everyone, do you make a unilateral choice, or do you allow others to share input? When someone has a suggestion or complaint, do you reject their feedback just because it challenges the status quo or because you didn't think of it first? When a subordinate comes up with a way of doing things, do you criticize it because it's not how you would have done it? All of those are ways of lording your authority over others. And be careful. It's easy to rationalize doing those things with excuses like "they just don't see the big picture," "I've been doing this longer than anyone here," or similar ideas. Remember James and John were among Jesus' closest apostles. Along with Peter, they did things with Jesus that no one else got to do. So if anyone should be recognized as the greatest, surely they deserved a shot? Even if you deserve the authority, Jesus says to serve.
Notice the other disciples' reaction. They "became indignant." Why? Possibly because they wanted the same thing, to have authority over others (and not to have anyone in authority over themselves). It's tough to serve, to be "last." It takes lasting commitment. And it doesn't always "pay off" in a financial sense. But it's the kind of leadership that honors God.
As you begin 2011, make a commitment to serve others in your workplace, no matter what your position.
cf John 13:1-17
This is the 100th post on this blog. Plus this is the first post of 2011. As I looked at the notes that I've made on my recent readings for this blog, one of the really important topics that stands out to me is servant leadership, so I wanted to start the year with a discussion of that topic.
In some ways, servant leadership has been a popular buzzword since Robert Greenleaf's 1978 book by that title. In fact, a niche market has sprung up talking about how your business can benefit if you adopt Jesus' principles of leadership (Nehemiah and Moses are also popular models, for good reasons--both were excellent leaders). But here's the thing. When Jesus talks about leadership, he doesn't talk about it in ways that will make a company profitable. If anything, just the opposite may be true. "Whoever wants to be great among you must be your servant." Jesus washed the disciples' feet, not because He thought it would make them more persuasive evangelists, but because He wanted to model the humility that He expected from them. The result of this kind of leadership may be that your employees respond in ways that make the company more successful, but that should not be the motivation. The motivation should be to honor God and to follow Jesus.
How can you exercise servant leadership? First, think about your position of authority. Do you "lord it over" you subordinates? When there's a decision to be made that affects everyone, do you make a unilateral choice, or do you allow others to share input? When someone has a suggestion or complaint, do you reject their feedback just because it challenges the status quo or because you didn't think of it first? When a subordinate comes up with a way of doing things, do you criticize it because it's not how you would have done it? All of those are ways of lording your authority over others. And be careful. It's easy to rationalize doing those things with excuses like "they just don't see the big picture," "I've been doing this longer than anyone here," or similar ideas. Remember James and John were among Jesus' closest apostles. Along with Peter, they did things with Jesus that no one else got to do. So if anyone should be recognized as the greatest, surely they deserved a shot? Even if you deserve the authority, Jesus says to serve.
Notice the other disciples' reaction. They "became indignant." Why? Possibly because they wanted the same thing, to have authority over others (and not to have anyone in authority over themselves). It's tough to serve, to be "last." It takes lasting commitment. And it doesn't always "pay off" in a financial sense. But it's the kind of leadership that honors God.
As you begin 2011, make a commitment to serve others in your workplace, no matter what your position.
Friday, December 10, 2010
The Golden Rule
Matthew 7:12; Luke 6:31
Here it is, the end all, be all rule for many of us. "Do to others as you would have them do to you." Perhaps the second most memorized verse behind John 3:16. It's not Jesus' greatest commandment, which He lists later, but it's certainly in step with the second of those commandments.
As you read through this blog, there's a lot to keep up with. Perhaps this is one way to sum it all up. When you are working, treat others the way that you would want them to treat you. Regardless of status or position, how would you want that other person to treat you? Then do that.
There are almost countless variations on this timeless principle. There are the worldly alternatives such as "he who has the gold rules." There are versions from other religions such as "don't treat anyone worse than you would want to be treated." But Jesus' teaching is one of considering the other person, even if he/she doesn't consider you and even if he/she doesn't deserve to be considered. It's not focused on a minimum threshold as a standard. It says treat people as good as you would like to experience yourself.
Ask yourself: "would my actions at work change if I fully put this principle into practice?" What would that look like? Would it change the way you talk to your supervisor? Your coworkers? Your clients/customers? Would you treat your subordinates differently? Would you act differently toward the custodians you pass on your way in the building? What about how you interact with a secretary or administrative support person? Use this weekend to plan what you can do differently on Monday. How will the Golden Rule affect your workplace through you?
Here it is, the end all, be all rule for many of us. "Do to others as you would have them do to you." Perhaps the second most memorized verse behind John 3:16. It's not Jesus' greatest commandment, which He lists later, but it's certainly in step with the second of those commandments.
As you read through this blog, there's a lot to keep up with. Perhaps this is one way to sum it all up. When you are working, treat others the way that you would want them to treat you. Regardless of status or position, how would you want that other person to treat you? Then do that.
There are almost countless variations on this timeless principle. There are the worldly alternatives such as "he who has the gold rules." There are versions from other religions such as "don't treat anyone worse than you would want to be treated." But Jesus' teaching is one of considering the other person, even if he/she doesn't consider you and even if he/she doesn't deserve to be considered. It's not focused on a minimum threshold as a standard. It says treat people as good as you would like to experience yourself.
Ask yourself: "would my actions at work change if I fully put this principle into practice?" What would that look like? Would it change the way you talk to your supervisor? Your coworkers? Your clients/customers? Would you treat your subordinates differently? Would you act differently toward the custodians you pass on your way in the building? What about how you interact with a secretary or administrative support person? Use this weekend to plan what you can do differently on Monday. How will the Golden Rule affect your workplace through you?
Monday, November 22, 2010
Blessed are the Merciful
Matthew 5:7; Matthew 18:22-35
cf Matthew 5:38-42; Luke 6:29
For the next few posts, I would like to look at the idea of mercy in the workplace. Today, I'm giving an overview and looking at supervisors and mercy. Wednesday, it will be the idea of forgiveness, particularly in terms of relating to coworkers and others at work. Friday, we'll stop and think about thankfulness. Finally, Monday, we'll talk about why do this at all, what is our motivation for thinking about mercy when those around us often don't.
Mercy is not a popular concept in what is generally thought of as a "dog-eat-dog" world where you have to "look out for number one" to "get ahead" in the "rat race." Those metaphors are much more widely accepted than "be merciful."
What does it even mean to be merciful? Does it mean that your supervisor can treat you like dirt and get away with it? Should coworkers be able to backstab you and know that you won't do anything? Does it mean to let employees slack off?
For me, one of the easist things to remember is to "turn the other cheek," which is found in Matthew 5:39 and in Luke 6:29. That really speaks to the first two situations presented above. Yes, your supervisor can treat you like dirt, and you should still respect, obey, and pray for your supervisor. Yes, your coworkers can backstab you and not expect retaliation. I don't think that means that you have to constantly put yourself in position to be backstabbed, but if it happens, you need to turn the other cheek. I'll continue this line of thought on Wednesday.
Perhaps one of the easiest ways to show mercy in a workplace is in relating to your subordinates. Think about the parable of the unmerciful servant in Matthew 18:22-35. The servant was forgiven a debt that he could never repay. Even if the servant worked all of his life, he could never repay his debt, so the Master forgave it. No questions asked. Balance equals zero. What did this servant do? He went out and found another servant that owed almost nothing, assaulted and threatened him, and demanded money "or else!" Naturally, the Master was dismayed and threw the unmerciful servant in jail until he could pay his debt (which basically equated to a lifetime sentence). So think about your situation. God, the Master, has forgiven you a debt of sin that you could never repay. No matter how hard you worked and how much your job paid, you would never be able to repay the debt, so God said, "no problem, I got this one." What's your move? Are you the unmerciful servant, ready to pounce on someone that crosses you? Remember that, however they wrong you, it cannot compare to the sin that you've been forgiven! Hold your subordinates to a high standard. But remember to supervisor them with an ample supply of mercy for you have been shown incredible mercy yourself (which will be the subject of Friday's post).
cf Matthew 5:38-42; Luke 6:29
For the next few posts, I would like to look at the idea of mercy in the workplace. Today, I'm giving an overview and looking at supervisors and mercy. Wednesday, it will be the idea of forgiveness, particularly in terms of relating to coworkers and others at work. Friday, we'll stop and think about thankfulness. Finally, Monday, we'll talk about why do this at all, what is our motivation for thinking about mercy when those around us often don't.
Mercy is not a popular concept in what is generally thought of as a "dog-eat-dog" world where you have to "look out for number one" to "get ahead" in the "rat race." Those metaphors are much more widely accepted than "be merciful."
What does it even mean to be merciful? Does it mean that your supervisor can treat you like dirt and get away with it? Should coworkers be able to backstab you and know that you won't do anything? Does it mean to let employees slack off?
For me, one of the easist things to remember is to "turn the other cheek," which is found in Matthew 5:39 and in Luke 6:29. That really speaks to the first two situations presented above. Yes, your supervisor can treat you like dirt, and you should still respect, obey, and pray for your supervisor. Yes, your coworkers can backstab you and not expect retaliation. I don't think that means that you have to constantly put yourself in position to be backstabbed, but if it happens, you need to turn the other cheek. I'll continue this line of thought on Wednesday.
Perhaps one of the easiest ways to show mercy in a workplace is in relating to your subordinates. Think about the parable of the unmerciful servant in Matthew 18:22-35. The servant was forgiven a debt that he could never repay. Even if the servant worked all of his life, he could never repay his debt, so the Master forgave it. No questions asked. Balance equals zero. What did this servant do? He went out and found another servant that owed almost nothing, assaulted and threatened him, and demanded money "or else!" Naturally, the Master was dismayed and threw the unmerciful servant in jail until he could pay his debt (which basically equated to a lifetime sentence). So think about your situation. God, the Master, has forgiven you a debt of sin that you could never repay. No matter how hard you worked and how much your job paid, you would never be able to repay the debt, so God said, "no problem, I got this one." What's your move? Are you the unmerciful servant, ready to pounce on someone that crosses you? Remember that, however they wrong you, it cannot compare to the sin that you've been forgiven! Hold your subordinates to a high standard. But remember to supervisor them with an ample supply of mercy for you have been shown incredible mercy yourself (which will be the subject of Friday's post).
Monday, November 8, 2010
"Little" Actions Matter a Lot
Isaiah 58:3
cf Malachi 3:5
In Isaiah 58, God is telling His people why He's mad at them, even though they seem to be fasting all the time. Hey, that's a good thing, right? But God says that their fasting isn't affecting the rest of their actions. They're still fighting with each other. And important for our study, they're exploiting their workers, even though they claim to be serving God. This is another one of those passages that says to me that exploiting workers is a bad thing. Just because you CAN make an employee do something doesn't mean that you SHOULD make him or her do it. As a supervisor, your actions matter. And just because you are honoring God in one aspect of your life (such as Sunday morning) does not relieve you from the responsibility of honoring God in other aspects (such as Monday). God cares how you treat your subordinates. That doesn't mean that you can expect high standards. But there's a line between high standards with discipline and exploitation.
Do you know where that line is? If not, think about treating subordinates with respect and dignity. Think about whether you would want a supervisor to treat you that way (but remember not to romanticize the things you went through to get to where you are--"in my day, we had to walk up hill to and from work, and thanked our employer for the chance to work for free all day.")
Part of not exploiting workers is paying them a fair price for the work they do, rather than trying to get every drop of labor out of them while paying them as little as possible. Some might say that's just business. But your life is not just business. Malachi 3:5 says that God will testify against you if you are not paying workers what you owe them.
cf Malachi 3:5
In Isaiah 58, God is telling His people why He's mad at them, even though they seem to be fasting all the time. Hey, that's a good thing, right? But God says that their fasting isn't affecting the rest of their actions. They're still fighting with each other. And important for our study, they're exploiting their workers, even though they claim to be serving God. This is another one of those passages that says to me that exploiting workers is a bad thing. Just because you CAN make an employee do something doesn't mean that you SHOULD make him or her do it. As a supervisor, your actions matter. And just because you are honoring God in one aspect of your life (such as Sunday morning) does not relieve you from the responsibility of honoring God in other aspects (such as Monday). God cares how you treat your subordinates. That doesn't mean that you can expect high standards. But there's a line between high standards with discipline and exploitation.
Do you know where that line is? If not, think about treating subordinates with respect and dignity. Think about whether you would want a supervisor to treat you that way (but remember not to romanticize the things you went through to get to where you are--"in my day, we had to walk up hill to and from work, and thanked our employer for the chance to work for free all day.")
Part of not exploiting workers is paying them a fair price for the work they do, rather than trying to get every drop of labor out of them while paying them as little as possible. Some might say that's just business. But your life is not just business. Malachi 3:5 says that God will testify against you if you are not paying workers what you owe them.
Friday, November 5, 2010
Don't Believe Everything You Hear
Ecclesiastes 7:21-22
These are interesting contrasts in Ecclesiastes. Last time, I blogged about how employees should not complain about their boss or even have overly negative thoughts about him or her because of how things get back to people. Today's passage is the other side of Wednesday's admonition to not speak poorly of your supervisor. If you're a supervisor, don't think badly of employees that speak poorly of you. Why not? Look at verse 22: "for you know in your heart that many times you yourself have cursed others." You weren't always a supervisor. Be very careful before you get defensive and lash out at your subordinate. Did you ever complain about a supervisor? Did you ever vent to someone else, thinking that your supervisor would never find out? It doesn't matter whether it was years ago or only yesterday. Don't punish (even in small ways) a subordinate for doing something that you yourself did. Even if your supervisor was not so generous. Instead, use the opportunity to think about your performance as a supervisor. Sure, sometimes employees complain and they're just complaining. But a lot of times, those complaints have more grounds that you might think at first. So if you happen to hear about an employee who is venting to someone about you, don't get defensive. Chuckle a bit to yourself as you remember your own times of doing that. Then think about what truth there might be in the employee's frustration. You'll be a better supervisor, your employee may appreciate any changes (and will certainly not appreciate any defensiveness on your part), and your whole workplace may be better as a result of your restraint.
Friday, October 1, 2010
Masters
Ephesians 6:5-9
cf Colossians 3:22-4:1
After encouraging slaves to obey, Paul next turns to how masters should behave toward slaves. I think this relates to being a good supervisor. Ephesians 6:9 says that masters should treat slaves with respect and not threaten them. I don't think this means sacrificing standards, but I do think that it indicates that supervisors should not exalt their power over subordinates. Look at the next part of verse 9--the same God is over both supervisors and employees, and being a supervisor does not make you better in God's eyes. Colossians 4:1 says that masters should treat slaves rightly and fairly. I think, because of their greater power in organizations, supervisors have an even greater obligation than employees do to treat others with respect. You may have the ability to have people do what you want and to impose sanctions while withholding privileges. But I think that God calls you to be very careful doing so, making sure that you aren't exercising authority just because the organizational chart says you can. Remember, the Egyptians were condemned because they were "ruthless in imposing tasks." Maybe a good rule of thumb is to ask yourself if you're willing to do whatever it is that you're asking your subordinates to do.
cf Colossians 3:22-4:1
After encouraging slaves to obey, Paul next turns to how masters should behave toward slaves. I think this relates to being a good supervisor. Ephesians 6:9 says that masters should treat slaves with respect and not threaten them. I don't think this means sacrificing standards, but I do think that it indicates that supervisors should not exalt their power over subordinates. Look at the next part of verse 9--the same God is over both supervisors and employees, and being a supervisor does not make you better in God's eyes. Colossians 4:1 says that masters should treat slaves rightly and fairly. I think, because of their greater power in organizations, supervisors have an even greater obligation than employees do to treat others with respect. You may have the ability to have people do what you want and to impose sanctions while withholding privileges. But I think that God calls you to be very careful doing so, making sure that you aren't exercising authority just because the organizational chart says you can. Remember, the Egyptians were condemned because they were "ruthless in imposing tasks." Maybe a good rule of thumb is to ask yourself if you're willing to do whatever it is that you're asking your subordinates to do.
Monday, September 13, 2010
Philemon and Onesimus
Philemon 8-21
I've written several times recently about the importance of submitting to authority at work. I don't want to be one dimensional, and there are certainly other important points as well. So this will be my last post on the subject for a while. Philemon provides an opportunity to review some ideas about relating to supervisors as well as nuance those ideas a little more.
The book of Philemon is an interesting letter that addresses the issue of how a Christian slaveowner should treat a Christian slave, particularly when that slave has wronged his owner according to the laws of the day. By law, Onesimus could be killed or tortured for escaping (and possibly stealing from Philemon, see v. 18). But as an escapee, Onesimus had become a Christian. Paul appeals to Philemon that he not treat Onesimus harshly but "as a very dear brother."
I see two very important applications here regarding how supervisors and subordinates should treat each other. First, Paul tells Philemon to forgive Onesimus and to accept him back as a brother. We don't know for certain whether Paul is arguing for his emancipation, but at the very least, Paul is suggesting that Philemon not punish Onesimus for running away. He is advocating for forgiveness. The application to supervisors is that, when employees have messed up in some ways, forgive them. Even when those mistakes cost you money, use mercy as you deal with your subordinates. Especially when those subordinates are Christians. If you cannot treat Christians with love and mercy, how can you model Christ to others? This doesn't mean getting rid of performance standards, but it does mean recognizing the humanity in others and recognizing that we all need forgiveness from time to time.
Second, Paul sends Onesimus back to Philemon. That's important to note. You can probably imagine the conversation between Paul and Onesimus as they were discussing this. "You want me to go WHERE?? But you know what he's going to do when he sees me!" Nevertheless, Paul knew that Onesimus had to come clean. I see this as indicating that subordinates need to fulfill their obligations, even those obligations that aren't pleasant. If you accept the connection between slave masters and supervisors, Paul talked in other letters about respecting your boss and being subject to your supervisors. Onesimus returned to Philemon before he knew what his fate would be, and we need to fulfill our duties at work, regardless of how our supervisor treats us. Remember, Peter says to obey your supervisor, regardless of whether he or she deserves that respect (Peter says to obey harsh supervisors as well as considerate supervisors). Don't miss the fact that Paul promises to restore everything to Philemon. Paul says, "if he has done you any wrong or owes you anything, charge it to me...I will pay it back." Don't think that being a Christian with a Christian supervisor allows you to slack off on doing what you are supposed to do. If anything, work harder so that others can see Christ in how you treat your boss. Work so that, as the Hebrew writer says, you are not a burden to your supervisor.
Two powerful lessons in this short little book. These aren't the only places the Bible talks about masters and slaves, or if you will, supervisors and employees. But this letter presents a fascinating look into supervisor-subordinate relationships, especially between Christians.
I've written several times recently about the importance of submitting to authority at work. I don't want to be one dimensional, and there are certainly other important points as well. So this will be my last post on the subject for a while. Philemon provides an opportunity to review some ideas about relating to supervisors as well as nuance those ideas a little more.
The book of Philemon is an interesting letter that addresses the issue of how a Christian slaveowner should treat a Christian slave, particularly when that slave has wronged his owner according to the laws of the day. By law, Onesimus could be killed or tortured for escaping (and possibly stealing from Philemon, see v. 18). But as an escapee, Onesimus had become a Christian. Paul appeals to Philemon that he not treat Onesimus harshly but "as a very dear brother."
I see two very important applications here regarding how supervisors and subordinates should treat each other. First, Paul tells Philemon to forgive Onesimus and to accept him back as a brother. We don't know for certain whether Paul is arguing for his emancipation, but at the very least, Paul is suggesting that Philemon not punish Onesimus for running away. He is advocating for forgiveness. The application to supervisors is that, when employees have messed up in some ways, forgive them. Even when those mistakes cost you money, use mercy as you deal with your subordinates. Especially when those subordinates are Christians. If you cannot treat Christians with love and mercy, how can you model Christ to others? This doesn't mean getting rid of performance standards, but it does mean recognizing the humanity in others and recognizing that we all need forgiveness from time to time.
Second, Paul sends Onesimus back to Philemon. That's important to note. You can probably imagine the conversation between Paul and Onesimus as they were discussing this. "You want me to go WHERE?? But you know what he's going to do when he sees me!" Nevertheless, Paul knew that Onesimus had to come clean. I see this as indicating that subordinates need to fulfill their obligations, even those obligations that aren't pleasant. If you accept the connection between slave masters and supervisors, Paul talked in other letters about respecting your boss and being subject to your supervisors. Onesimus returned to Philemon before he knew what his fate would be, and we need to fulfill our duties at work, regardless of how our supervisor treats us. Remember, Peter says to obey your supervisor, regardless of whether he or she deserves that respect (Peter says to obey harsh supervisors as well as considerate supervisors). Don't miss the fact that Paul promises to restore everything to Philemon. Paul says, "if he has done you any wrong or owes you anything, charge it to me...I will pay it back." Don't think that being a Christian with a Christian supervisor allows you to slack off on doing what you are supposed to do. If anything, work harder so that others can see Christ in how you treat your boss. Work so that, as the Hebrew writer says, you are not a burden to your supervisor.
Two powerful lessons in this short little book. These aren't the only places the Bible talks about masters and slaves, or if you will, supervisors and employees. But this letter presents a fascinating look into supervisor-subordinate relationships, especially between Christians.
Monday, August 23, 2010
Pay People What You Owe Them
James 5:4
"Look! The wages you failed to pay the workmen who mowed your fields are crying out against you. The cries of the harvesters have reached the ears of the Lord Almighty." Pretty strong language, particularly if you supervise others. The context of this passage is a warning to the rich who got that way on the backs of the poor, one of the consistent themes in James. The application has to do with what it means to be a good supervisor or manager. Pay people what you owe them. It's unfortunate, but I hear stories of managers and owners trying to find loopholes to avoid paying their employees the money for which they've worked. James is saying, pay what you owe to your workers.
It's a little bit more of a stretch, but this might be extrapolated to say, pay a wage that your workers can live with. There is a lot of talk these days about a living wage, which recognizes that minimum wage is usually not enough to live on, particularly with a family. As I said, it's not explicitly mentioned here, but I think this living wage is very consistent with the overall message--don't try to increase what you have by not giving your workers the pay they deserve.
"Look! The wages you failed to pay the workmen who mowed your fields are crying out against you. The cries of the harvesters have reached the ears of the Lord Almighty." Pretty strong language, particularly if you supervise others. The context of this passage is a warning to the rich who got that way on the backs of the poor, one of the consistent themes in James. The application has to do with what it means to be a good supervisor or manager. Pay people what you owe them. It's unfortunate, but I hear stories of managers and owners trying to find loopholes to avoid paying their employees the money for which they've worked. James is saying, pay what you owe to your workers.
It's a little bit more of a stretch, but this might be extrapolated to say, pay a wage that your workers can live with. There is a lot of talk these days about a living wage, which recognizes that minimum wage is usually not enough to live on, particularly with a family. As I said, it's not explicitly mentioned here, but I think this living wage is very consistent with the overall message--don't try to increase what you have by not giving your workers the pay they deserve.
Tuesday, July 13, 2010
Listen to Those Who Disagree With You
Job 31:13-15
In Job 31, Job is defending himself to his friends, saying he didn't do anything to deserve all of his suffering. He lists several sins that he didn't commit. Look at verses 13 and 14. "If I have denied justice to my menservants and maidservants when they had a grievance against me, what will I do when God confronts me? What will I answer when called to account?"Based on the context, Job seems to consider a failure to listen to the grievances of his servants as a sin. He explains why in verse 15: "Did not he who made me in the womb make them? Did not the same one form us both within our mothers?" Job says that he is not any better than his servants so why should he reject their complaints.
I've already blogged about the importance of employees disagreeing with supervisors at times. This is the other side of that: supervisors have a responsibility to listen to their employees' complaints. It can seem threatening for someone to disagree with us, but a higher position does not make you any better than someone with a lower position. They have just as much right to express themselves as you do, and in an organization, they should have just as much opportunity to pursue their goals as you do. Did not He who made you make them as well?
From this passage, listen to your employees' grievances.
In Job 31, Job is defending himself to his friends, saying he didn't do anything to deserve all of his suffering. He lists several sins that he didn't commit. Look at verses 13 and 14. "If I have denied justice to my menservants and maidservants when they had a grievance against me, what will I do when God confronts me? What will I answer when called to account?"Based on the context, Job seems to consider a failure to listen to the grievances of his servants as a sin. He explains why in verse 15: "Did not he who made me in the womb make them? Did not the same one form us both within our mothers?" Job says that he is not any better than his servants so why should he reject their complaints.
I've already blogged about the importance of employees disagreeing with supervisors at times. This is the other side of that: supervisors have a responsibility to listen to their employees' complaints. It can seem threatening for someone to disagree with us, but a higher position does not make you any better than someone with a lower position. They have just as much right to express themselves as you do, and in an organization, they should have just as much opportunity to pursue their goals as you do. Did not He who made you make them as well?
From this passage, listen to your employees' grievances.
Sunday, July 11, 2010
Pay People What You Owe Them
Leviticus 19:13
cf Deut. 24:14-15
In a list of ordinances for how the Israelites should live, God includes this instruction: "Do not hold back the wages of a hired man overnight." Later, God refers to such behavior as taking "advantage of a hired man who is poor and needy." It didn't matter whether the hired man in this case was a fellow Israelite or a foreigner--God's people were not to withhold the wages that were due to the worker. This falls under the idea of being a good supervisor and treating workers fairly. I think an appropriate application might be to pay workers a fair wage. Thinking more broadly, this could also refer to giving credit or praise to those who are due them in a timely manner.
cf Deut. 24:14-15
In a list of ordinances for how the Israelites should live, God includes this instruction: "Do not hold back the wages of a hired man overnight." Later, God refers to such behavior as taking "advantage of a hired man who is poor and needy." It didn't matter whether the hired man in this case was a fellow Israelite or a foreigner--God's people were not to withhold the wages that were due to the worker. This falls under the idea of being a good supervisor and treating workers fairly. I think an appropriate application might be to pay workers a fair wage. Thinking more broadly, this could also refer to giving credit or praise to those who are due them in a timely manner.
Treating Employees Fairly
Exodus 21:2-6
As God is laying out the law for the Israelites, one of the things He commands is that His people are supposed to treat slaves fairly. Slaves were to be set free after 7 years. If they were married when they entered service, they were to leave with their family. The exact requirements don't translate into our society, but I think the application is that, if you supervisor others, treat them fairly. Perhaps the opportunity for freedom might be analogous to the opportunity for subordinates' advancement. At any rate, I think the idea of treating subordinates fairly is certainly an important take-away, even if the specifics are different.
As God is laying out the law for the Israelites, one of the things He commands is that His people are supposed to treat slaves fairly. Slaves were to be set free after 7 years. If they were married when they entered service, they were to leave with their family. The exact requirements don't translate into our society, but I think the application is that, if you supervisor others, treat them fairly. Perhaps the opportunity for freedom might be analogous to the opportunity for subordinates' advancement. At any rate, I think the idea of treating subordinates fairly is certainly an important take-away, even if the specifics are different.
Friday, July 2, 2010
Ruthless Supervisors
Exodus 1:11, 13-14
The beginning of Exodus describes the Egyptians as "ruthless in imposing tasks." The implication is that this behavior was evil. I think this has a carryover into work today. Supervision is part of business. But how you supervise is important. Are you "ruthless in imposing tasks" on your employees? Are your promotion policies set up in such as way as to be "ruthless in imposing tasks?" This doesn't mean that you shouldn't hold employees to a high standard. However, I believe that this does mean that supervisors have a responsibility to consider the needs of their employees as they delegate tasks and measure performance.
The beginning of Exodus describes the Egyptians as "ruthless in imposing tasks." The implication is that this behavior was evil. I think this has a carryover into work today. Supervision is part of business. But how you supervise is important. Are you "ruthless in imposing tasks" on your employees? Are your promotion policies set up in such as way as to be "ruthless in imposing tasks?" This doesn't mean that you shouldn't hold employees to a high standard. However, I believe that this does mean that supervisors have a responsibility to consider the needs of their employees as they delegate tasks and measure performance.
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