What to do When Someone Leaves During the “Covid Churn”

…But you know that Timothy has proved himself, because as a son with his father he has served with me in the work of the gospel. I hope, therefore, to send him as soon as I see how things go with me.

Philippians 2:21-23

Last week I posted about “covid churn.” While not necessary to read before going on, it might be worth the two clicks since I’m picking up where I had left off.

A long time ago, I loved my job. I appreciated my coworkers, I felt like I was contributing, and I had earned respect. Then, another opportunity came in a different location and I took it. My then-boss was hurt, and that came across in how I was cut loose by her. Cold shoulder, arguing about tiny matters, and the closed door in my face is what I now remember about my time at this organization. It’s hard to remember the good things overshadowed by my experience during departure.

When someone at your organization leaves, it’s time to release them. These days, that’s happening a lot during the “covid churn.” The term covid churn refers to a squishy labor market where people are switching employers, retiring, and starting their own companies in a response to covid: economics or emotions could be driving their decisions.

Paul had just bragged on Timothy as one who “showed genuine concern” as a strength of Timothy’s. And now, he reviews Timothy’s work with a sense of pride.

What catches me in the verses above is that despite the warm feelings and the endorsement, Paul says, “I hope, therefore, to send him…” If someone is awesome, why send them away? This is a matter of perspective. Paul wasn’t trying to keep people, but rather, not lose people. Perhaps by letting Timothy become something greater, Timothy wouldn’t go back on the faith–the bigger thing at play. 

Sometimes people leave organizations. And when they do, it’s important not to cling to them for the sake of your organization, but to not lose them as a valuable external partner in the mission (of the organization, even). Many people have burned bridges not while they were leaving, but while they were losing someone they valued. And, that reflects on the organization when that person remembers and talks about their former employer. 

Then, when someone reflects on a job they loved, they won’t think about the ending, but the good that happened before they left.

Order Hopelessly Hopeful During Separation, a 28-day devotional for people who are separated from their spouse because of marital struggles. And, if you are avoiding the book title on your statement, order a signed copy through PayPal here.

Photo by fauxels from Pexels

© 2022, Mollie Bond. All rights reserved. Originally published at www.molliebond.org.

Leave a Reply

Fill in your details below or click an icon to log in:

WordPress.com Logo

You are commenting using your WordPress.com account. Log Out /  Change )

Twitter picture

You are commenting using your Twitter account. Log Out /  Change )

Facebook photo

You are commenting using your Facebook account. Log Out /  Change )

Connecting to %s