We often wonder why despite being “good”, “bad” things happen to us. Sometimes, it’s because the seeds we sow unconsciously or in anger, fear or retaliation reap more pain, fearful situations or things to be angry about in our own lives.
Sometimes, people do us wrong…it’s just a fact of life. But taking matters in t o our own hands is a move of fear, not faith. So many times, we sow bad seed for bad seed, continuing the cycle of pain, poverty and lack in our lives in an effort to pay people back or teach them a lesson. We’ve all heard: “Vengeance is mine, says The Lord”. Yeah, yeah, we get that, but we want to see it happen.
Reaping what is sown doesn’t just happen to “bad” people; it’s natural, divine law. Sow a bad seed, you reap a bad harvest.
Payback (and just about everything else done in anger or fear) is bad seed. Let the bad seeds sown by others speak for themselves in the fruit they produce. Don’t plant a crop of compounded pain for yourself by matching bad seed for bad seed.
Life knows your intent. Life knows the seeds you sow. Just because you can convince others that you mean no harm, doesn’t mean you didn’t mean any.
If you opt for the severance route, please don’t use a template (new or old). I can’t tell you how many bad, outdated, inappropriate templates I have seen. An experienced HR consultant can help you. If there are special circumstances, nuances or a high-risk issue, HR will know when to pull in legal counsel. If you don’t have an employment attorney (not your corporate counsel), you should consider engaging one.
Other important factors to consider:
Allow me to bring you into a typical situation: An employee is not working at an expected level or is just not a good fit. You have several conversations with the employee, trying to make things work. It’s been a few months, and it’s not getting better — in fact, you think it’s getting worse. But you feel conflicted, because it’s a key position and the person is working on a project that needs to be completed. You have put the decision off for so long now, that the employee is dealing with a death in the family, a pregnancy, or a health issue. Now we really have a problem! To make it worse, through all the time, effort and energy involved in trying to coach and counsel this employee, no one bothered to document the conversations or even recap them in a simple e-mail to the employee. Now what?
Now the fun part: Who gets to deliver the message? Let HR handle it! Seriously, that’s what we are paid for. All terminations should be witnessed by another manager, preferably the employee’s supervisor or hiring manager. The message should be direct and to the point. Write up talking points and rehearse; ad libbing can get you into trouble. Nothing you can say or do will change the fact they lost their job and their livelihood. Remain professional, thank them for their service and wish them the very best in their future endeavors.
I am not a big fan of putting someone on a performance-improvement plan (PIP) just for documentation purposes. However, if you see potential value in the employee, and you think a well-written, milestone-driven, achievable PIP may work, then go for it. But if you are putting someone on a 90-day probation just so you can fire the guy when it’s over, why bother?
Don’t underestimate the true cost of a bad hire: Productivity goes down, morale is low, and the time involved in meetings, coaching and counseling probably is not worth it in the end. Minimize the negative impact on the company’s bottom line: Get rid of the bad apple before it starts to spoil the whole fruit bowl.
Enter HR. Many of my clients ask when and how to fire someone — is it even ok? I like to get right to the core of the matter: What is the company’s intent? I want to know the outcome my client is looking for: Do you want to save the employee or let him/her go? Once I know the direction, I can help the client work toward getting there.
It’s not unusual for gardeners to find themselves with half-used and undated packets of favorite flower and vegetable varieties. If the seeds have been stored properly in a cool, dry place or airtight container, and properly treated with silica gel or some other desiccant if humidity is a problem, it’s a good chance that performing a simple seed germination test will give you an accurate assessment of your seeds’ viability.
The test is completed when the majority of the seeds have germinated and several days have passed since the last sprouting. A germination rate of 70% or more indicates that the seeds are viable and can be planted normally in the garden. Any number below that should throw up a caution flag. This doesn’t mean that the seeds cannot be planted, only that they need to be given some extra considerations.
In deciding whether to use seeds from previous years, it is important to know seeds’ various longevity dates. Below is a brief chart of some common vegetable seeds:
Although still a bit early, many gardeners are itching to begin this year’s growing season. Being able to safely plant seeds outdoors is still some time away, but it’s not too early to assess seeds you have left over from past seasons and order in new supplies if necessary.
Good Seed? Bad Seed?