Simple Tips to Manage Church Staff

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Simple Tips to Manage Church Staff

How you manage your staff is key to creating a safe and productive work environment.
posted 5/14/2008

Try also: Background checks, Communication, Employment practices, Hiring, Manage, Management, Screening, Staff

Your church staff may be the most valuable resource in your ministry. How you manage your staff is key to creating a safe and productive work environment. It's a big job, but our simple tips can help you get started.

When You Hire

Know when to hire. Volunteers are a valuable resource for every ministry, but they aren't always the right choice for every position. Look for red flags that may indicate its time to make the position a part-time or full-time job.
Get started on the right foot. When you do hire, get started on the right foot by conducting an orientation session. Orientation should be more than a tour of the office. Let them know what you expect of them and what they can expect from you.
Consider a probationary period. Not every employment situation turns out to be a good fit—for you and for the employee. Consider a probationary period for new hires. Meet after the period ends to evaluate how it's going from both perspectives.
Afraid of commitment? Using an outside employment agency is another way to make sure you have the right employee for the right job. The employee works through the agency for a period of time before you commit to hiring them.

Day-to-Day Management

Uncover special talents. Look for ways to help your staff discover their special gifts. You might find they are better at tasks other than what you hired them to do. Nurture these talents—both your staff and your ministry will benefit.
Be a role model. Being a good role model is an easy way to teach staff about your expectations. Keep in mind that they will look to your behavior when making decisions about their own actions.
Hold regular staff meetings. Staff meetings are a great way for you to touch base with your employees on more than just church business. Encourage open discussion about what is going on in their lives outside of work and offer support when needed.
Take action. If a staff member is not performing up to par, don't expect the situation to improve on its own. Dysfunction in the office can spread quickly if it's not addressed. Set clear goals for the employee's behavior and be prepared to act if you don't see improvement.