4 Leadership Mistakes That Are Driving Away Your Staff Members

Church staff members leave their positions for various personal reasons. They might move closer to aging parents, follow a spouse's job change, choose to stay at home with their children, or return to school. However, most reasons for staff departures are well within the church's control. Elements like workplace culture, environment, expectations, perceptions, and growth opportunities make a significant impact on retention and longevity in church ministry.

The best way to retain staff is to stay in touch with what they’re thinking. Assess if they are happy with their work, challenged, and feeling a sense of belonging. Ensure they have the communication, problem-solving support, feedback, and recognition they need from their leaders.

Here are four critical, yet manageable, reasons why staff members choose to leave your church:

1. Unattached

Staff members don’t need to be best friends with their pastor, but they do need a relationship. If a pastor is “hands-off” or “siloed,” the staff will feel distant and disconnected. The pastor's role is integral to their daily work lives and provides vision, direction, and culture for the church. By spending time with each staff member, the pastor connects the employee to the success of the organization. 

You can improve your relationship with your staff through these steps:

• Schedule regular one-on-one meetings.
• Provide mentorship and guidance.
• Participate in team-building activities.

2. Unengaged

Staff members need to feel like key contributors to the church's vision and mission in order to feel invested and stay. They should feel connected to a larger effort beyond their specific roles. Pastors often assume staff members already understand their vital part in the organization, but staff need help visualizing their role in the bigger picture. Employees lacking influence or a sense of direction will eventually leave. 

You can engage your staff by:

• Involving them in strategic planning.
• Encouraging their input in decision-making processes.
• Celebrating their contributions to church projects.

3. Unchallenged

The average American employee spends about one third of their lives at work. Because of this, they, understandably, want to enjoy their job. They need to use their skills and abilities to feel accomplished and confident. Work closely with your staff to ensure they are each engaged and able to contribute meaningfully. If they cannot develop and grow their skills in your church, they will seek opportunities elsewhere. 

Challenge your staff by:

• Providing opportunities for professional development.
• Setting clear, achievable goals.
• Encouraging innovative thinking and problem-solving.

4. Unappreciated

While people serve in ministry for God’s glory, a lack of recognition can affect staff morale and retention. It's important for lead staff to acknowledge performance and offer genuine appreciation. During team meetings, support everyone's ideas and contributions, even if you don't agree with them. Simply noting what a person contributes to the conversation prevents them from feeling shut down. 

Show appreciation by:

• Recognizing achievements publicly.
• Offering personal thankyou notes.
• Providing small rewards or tokens of appreciation.

Fewer farewells, fewer exit interviews 

Employees will start looking for a new job for specific reasons. Discover what's happening with your team before they start leaving. You could even conduct “stay interviews” to understand why staff members remain with your ministry and highlight the factors that keep them committed.

By focusing on this, plus the four factors we mention above, you can reduce turnover and create a culture of longevity among your staff. Neglecting these aspects could lead to frequent exit interviews and farewell lunches. Start saying goodbye less by tuning in more.