Recently, Mark Zuckerberg announced that Meta would fire “low performers,” making headlines worldwide. While every organization has the right to restructure, labeling people as “low performers” and broadcasting it publicly is troubling. Such a tag can damage careers and limit future opportunities. Proverbs 12:18 reminds us, “The words of the reckless pierce like swords, but the tongue of the wise brings healing.” Organizations can make tough decisions while still treating employees with dignity. Not every underperformer is incapable; often, they simply need a new role or a supportive environment to thrive.
In healthy organizations, leaders understand that talent placement is key. Employees who struggle in one role may flourish when given the right opportunity. Some of the most successful companies prioritize internal reassignment rather than immediate termination. For example, someone who underperforms in sales may thrive in a marketing role. This approach builds stronger teams and reflects a deeper understanding of human potential. As Ecclesiastes 4:9 teaches, “Two are better than one, because they have a good return for their labor.” Compassionate leadership seeks to lift people, not tear them down.
It is crucial for leaders to prioritize people over performance labels. Effective leaders encourage growth, recognizing that metrics are not always definitive. What may seem like failure could be a mismatch rather than incompetence. Restructuring can be framed in a way that allows employees to leave with their dignity intact. This way, such employees might be able to access greater opportunities. Leaders are called to serve and uplift others. Jesus Himself saw potential in those whom society overlooked. In our pursuit of excellence, we must strive to build organizations that reflect His love and grace, leaving no one behind unnecessarily.
