“Come to Jesus meetings” might feel like the ultimate solution to workplace frustrations. At least weekly, I hear from leaders or employees ready to lay down the law with a boss or a team member. Their approach? A come to Jesus meeting to air grievances and demand immediate change.
But here’s the truth: these meetings don’t work. I learned this firsthand as someone who used to hold them frequently. After many painful lessons, I discovered that unless you’re Jesus himself, this tactic doesn’t lead to lasting improvements.
The Reality of Come to Jesus Meetings
The typical come to Jesus meeting is a high-stakes confrontation. It’s designed to shock the other person into compliance, often using fear-based or guilt-driven tactics. While this might create temporary results—perhaps lasting around 60 days—the deeper problems remain unresolved.
Take, for instance, a boss frustrated by an employee who has missed 17 days of work this year. While the boss plans to threaten termination, they also acknowledge that the employee is overwhelmed. She’s a young, hardworking professional balancing a promotion, full-time college, and a side business. While the meeting may initially scare her into better attendance, it won’t address the burnout causing her absences.
Why “Come to Jesus Meetings” Fail
The fundamental flaw of these meetings is that they focus on symptoms, not solutions. The employee or boss may genuinely care about improving, but fear or guilt isn’t a sustainable motivator. Without addressing the root causes, the same issues will inevitably resurface.
Effective Alternatives to Come to Jesus Meetings
Instead of relying on “Come to Jesus meetings,” shift your focus to long-term solutions that foster accountability and growth.
- Uncover the Root Cause
Whether it’s a team member or a manager, identify what’s driving the behavior. Is it poor time management, burnout, or a lack of skills? - Offer Tools and Support
Provide resources or strategies to help resolve the issue. This could include recommending books, coaching, or specific tools to manage workloads better. - Set Clear Expectations
Outline the severity of the problem and its consequences, but pair this with actionable steps and ongoing support to encourage improvement.
Is It Time to Invest or Let Go?
If you’re unsure whether to invest further in the relationship or move on, start by objectively assessing the situation. Tools like our SmartFire™ Solution Workbook ($49.95) can help you determine if the individual needs additional training, is a poor fit for their role, or isn’t aligned with your team’s goals.
Don’t rely on temporary fixes like “Come to Jesus meetings.” Sustainable change requires addressing the root causes and offering actionable solutions.
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