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Staffing, Staffing, Start Here
This article’s title caught my attention: “Employees leave managers, not companies.” I wondered if the same was true with churches and pastors. Do church employees leave pastors, not churches? Think back… most of us have served local churches in positions other than the senior pastor position (even if you’re a senior pastor now). Have you ever left a church’s employment because of the pastor? Or was it because of the church in general? (Either way, I bet you told everyone that God was ‘calling you elsewhere’).  🙂 I’d love to hear your story.  Please leave a comment below. And here’s the link to the article…  
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One of my biggest frustrations many times with the church is that the church (as an institution) moves WAY too slowly for me. Hiring. Firing. Providing accountability. Starting programs. Killing programs. Moving forward. It’s all usually way too slow for me. OK… I tend to be a bit of a bull in a china store.  And I know that’s a problem. But I meet many leaders that are just frustrated because of how slow the church works.  It’s hard to see that your getting any traction.  It’s hard to see that any progress is being made. Chances are… you ARE moving the ball down the field… but it’s in one yard gains rather than touchdown passes. Which is why it’s so important to keep track of the wins.  You need to know the score. If you’re any kind of motivated leader, you have to be seeing steady progress. Teresa Amabile is a professor at Harvard Business School.  She has some advice for you today, especially if you’re feeling like you’re at a dead end or not making any progress at all in your ministry: Thoughts? Todd
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Staffing
The economy is still in a hard place; and so are some churches.  So what do you do when you have valuable staff, but you’re not able to show your appreciation with a raise in salary? Liz Ryan has worked in corporate HR for over 20 years.  Recently, Matt Branaugh from Managing Your Church sat down with her and asked: What is one immediate thing many churches can do to reward staff, absent of a pay raise or a new health benefit, but might overlook? Here is her response: “We tend to think of churches or nonprofit organizations and assume they have a special burden because they don’t necessarily have the cash or fancy stuff to throw around. But even in the big corporations and organizations that you’d expect to have the cash and fancy stuff to throw around, the biggest issue is recognition and the value of employee contributions. This can come a variety of ways. For instance, it can be as simple as making it a habit to ask the front desk receptionist how to do things better in the church office. Leadership is free. Management is expensive. Having to watch people on (the management) side of the equation, making sure they don’t do the wrong thing, writing the policies—that’s expensive and time consuming. Leading people the way they’d like to be led, giving them latitude, and really recognizing their contributions—that’s pretty cheap. That’s free. People know the state of finances. But senior pastors need to understand their situation is no different than any other leader [who is] responsible for people. They say, ‘I’m a senior pastor and I have such limited chips. I’ve got so little cash, it’s hard to talk about. It’s painful.’ And they assume it’s maybe best to put everything under wraps and not talk at all. That’s the last thing they should be doing. Once a month, they should say ‘Hey Jack, you’re a great youth pastor and I hope I tell you that enough. I would pay you more. You know our finances and know we’re not in a position to do it, but I would if I could because you deserve that. Your contribution is massive.’ That’s the conversation you can have when you don’t have the cash. For many people, when it’s sincere, that’s as meaningful as the cash. If people are motivated by soul energy, give it to them! She also has some other advise for things churches can do for staff when cash is low.  They are good suggestions you should check out. Has your church ever been in this situation?  How did you handle it?
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Staffing
I found this over at ChurchThought.com and thought it was a great question. It’s based off a recent Dave Ramsey quote: @daveramsey said:
“Don’t hire anyone without seeing their home budget. If they can’t live on what you can afford to pay, don’t waste each other’s time.”
What do you think of that? Is that reaching too far, or is it a prudent move as you hire your next staff person? More here…
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