Employees are important in any organisation because they are the drivers of the entrepreneurial vision and the implementers of business ideas. Therefore they must be well managed in order to derive the maximum benefits from them.
We would consider some scriptural principles to lay a background for how to treat staff. Sometimes the issue of paying employee is not a simple matter, that is why we need to seek God’s wisdom and counsel.
Behold, the hire of the labourers who have reaped down your fields, which is of you kept back by fraud, crieth: and the cries of them which have reaped are entered into the ears of the Lord of sabaoth.
An analysis of the scripture dealing with employee payment brings us to the following conclusions:
1. God does not require that everybody be paid the same amount
2. Those who do better work should be paid more
3. God demands fairness in paying employees
4. A Christian employer has a responsibility to meet the minimum needs of his employees
These give rise to a new set of questions: What really constitutes someone’s minimum needs? How can one reward extra effort in a union environment? What is “fair” when it comes to paying people? Should one reward loyalty?
What Are Minimum Needs?
One of the most helpful ways to determine other people’s minimum needs is simply to put yourself in their position and see if you can live on what they are earning. If employers would do this with their employees (and be honest about it), most of them would have to admit they aren’t paying fair wages.
Nothing in the Bible says that we should all make the same wage or that an owner can’t make more than his or her workers. But the Bible speaks against cheating the workers of what is due to them:
Is it fair to replace long-term employees with younger, low-paid workers?
Few situations better reflect the ethics and motives of those in authority than Situational Economics.
In the ethics of a Christian, kindness and justice play predominant roles, and the practice of dumping long-term employees is neither kind nor just.
Developing long-term company is difficult or impossible in a “wear them out, then replace them” atmosphere.
The Power of Reward
Most people in authority are “High D”(Directing) personalities and, as such, are quick to criticize but slow to reward the works of their subordinates, either with praise or with money.
You can be a tough boss and always demand the very best of your employees, but you must also always make a point of complimenting their work before correcting any errors they may make.
To make an efficient and confident worker of your employees, you can criticize, but never humiliate or demean them.
Reward Different Abilities
Each of us is equipped to do at least one thing well. Sometimes that ability will yield monetary rewards, sometimes it won’t.
There is nothing particularly unscriptural about paying different rates of pay, the Lord does not value job classifications the same way we do.
Before you try to implement any principles into your business, take at least two years to learn a little about the Christian life. A lot of new Christians make the mistake of trying to share something they don’t really understand themselves. As a boss, you can bruise a lot of feelings in a hurry.
Instead of telling your employers what they should, concentrate on practicing as many of the principles in your own life first.
Loyalty can be defined as “a commitment to a person or company, even in the face of adversity”.
God’s Word supports honoring those who are loyal to authority, and that includes paying them extra. God did this for David on the basis of his loyalty to Him. God simply cannot work with disloyal people.
If you have it in your power to pay loyal people more, do so. If you don’t, then find a way to show them how much you value their loyalty.
Loyalty is a priceless virtue that can neither be taught nor bought.
Woe unto him that buildeth his house by unrighteousness, and his chambers by wrong; that useth his neighbour’s service without wages, and giveth him not for his work; Jeremiah 22:13
“If I place myself in the other person’s position and cannot find a way to make the available money stretch to meet the minimum needs of that person’s family, then he or she is being paid too little.” Larry Burkett
Excerpts from Mrs Ibukun Awosika’s BizHisWay