Most churches designate funds to pay church leaders. Smaller churches may pay only one pastor while larger churches often pay many staff members. But how can a church best invest its limited amount of staffing dollars? Who should be hired first? Second? What kinds of roles should a church be willing to pay for? A wise staffing strategy is vital is order for a church to be most effective. Get start building a solid church staff by avoiding the following three staffing mistakes:
Mistake #1: Failure to create an intentional staffing plan
One of the most important parts of church staffing is create a plan. A well thought out plan will help to maximize staffing dollars and help a church avoid unwise hiring decisions. How does a church make a staffing plan? In my previous post, How to Build the Perfect Church Staff, I explained how to get started in this process.
Adding to this, a church putting together a strategic staffing plan should look to answer the following questions.
- Is your church suburban, urban, or rural? What kind of paid staff do you need in light of this?
- If you have a lead pastor, where is he gifted and not gifted? What kind of staff person would best compliment his strengths and weaknesses?
- What opportunities are available to you in your unique ministry context? How might paid staffing help you address these opportunities?
- Have you maximized volunteers and lay leaders? Where can you empower volunteers rather than adding paid staff?
- Have you maximized the potential of the staff that you already have?
- Do you have a ministry plan in place that drives your priorities?
- What does an ideal staff look like for your church? What will this ideal staff look like as your church grows to 100 people? 250 people? 500 people? 1,000 people?
Work through these questions and make a staffing plan for your church. My suggestion is to plan for the next five years and to plan for different stages of growth. A well crafted staffing plan is the foundation for avoiding the next two mistakes.
Mistake #2: Hiring a person primarily because he/she is there.
Hiring a person primarily because he/she is present and available can turn out badly. It is possible that person you need to hire is right in front of you. But I have seen many churches hire a person because of their presence and faithfulness and then realize that their new staff person functioned much more effectively as a lay leader than as a paid staff person. Before hiring anyone, closely look at the staffing plan that you have made. Resist the urge to hire a person simply because she is present. Hire only if the person’s gifts and abilities closely line up with your staffing plan.
Note: There is often a delicate balance between who you think you need and who God has provided you with. The acknowledgement of God’s sovereignty in the hiring process, though essential, should not cause you not make a premature staffing decision without careful consideration. More often than not, the faithful person right in front of you is not who you need next.
Mistake #3: Hiring a person only because of his/her character.
A Church leader without character is a disaster for a church. Character, however, is not all that is necessary in a church leader. Scripture makes it clear that God has gifted different people differently. In maximizing our limited staffing resources we must take giftedness into consideration. Three things to look for in an ideal staff person are Character, Chemistry, and Competence. Is the leader’s character proven? Does he fit with the current team and in the current context well? Has he shown that he has the ability and giftedness to do what he is being asked? All of these things must be considered in order to maximize staffing resources.
Want to build a solid church staff? Avoid these three mistakes!
What would you add to this? Feel free to comment!