How Do You Fire A Volunteer?
- Posted by: Todd
- Posted on: Thu, October 18, 2007
- Viewed 1111
- (35) comments so far
An extreme example, I know, but what happens when you have to let this person know you need to re-direct them into something else. Or say it’s a person who serves in Children’s ministry who just can’t connect with the kids, or even frightens them. Or perhaps it’s someone who just doesn’t get what your church’s mission and vision are, and they do more grumbling than serving.
The most difficult thing for me is creative artistic people, especially singers/worship leaders. (I’ve had some recent experience with this, as we re-aligned our worship teams, and I’m still wading through the fallout on this.) This is the one ministry in our church where easily three times as many people want to participate regularly than I can handle, and some of those people just can’t do it in the way that we have, with God’s guidance, concluded it should be done in our environment (This is a small number, I’d estimate less than one-third of those interested). Others are competent and dedicated, but just not up to the level of some others, who need to be used in this area of their giftedness.
Add to that that artists and singers and creative types tend more than others to integrate their whole value as a person with the thing they do (sing, play, act, draw, paint...) and you have a recipe for ministry nightmares.
So, I’m curious, what kind of tips have you picked up over the years to help you with this? How do you approach people? What secrets have you learned that you could share with the rest of us? I’d LOVE to hear from all you regular posters, but I’d love to hear from some of you out there who haven’t commented much, too.
Peter Hamm writes: "I think it's possible that the hardest thing we have to do in ministry is letting a volunteer go. Sometimes it's because they do something they shouldn't (this happens a lot in Youth Ministry... Go figure), sometimes it's because it's a bad fit for them and their giftedness, sometimes it's because they just can't do the job. For instance, what if your welcome team has someone on it who never smiles and insults people as they come in?...
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David Bannach on Thu, October 18, 2007
Firing volunteers is never easy and each situation carries its own unique challenges. As a worship pastor, I agree that “artists” can bring significant challenges. A book that has helped me immensely in understanding this fantastic group of people is by Rory Noland, called “The Heart of the Artist.” He does a great job in helping you understand the unique personality dynamics brought by creative and artistic people.
Gman on Thu, October 18, 2007
Having the authority and leadership back you up when you “Fire” someone is good also. Be prepared for the backlash and well standing firm!! Pray, Pray, Pray!
jeff skinner on Thu, October 18, 2007
What is hard is the follow up…no one should be re-directed without the second half of the task being completed…Directing someone to new position. No one should be “cut-off” and done with. Its our responsibility to help people find the right spot
bishopdave on Thu, October 18, 2007
Team leadership concept helps in these situations; this is a consensus decision of the team/leadership. It’s not a “me vs. you” thing, which this can deteriorate into quickly. You might also also give them an opportunity to describe their dream ministry before dropping the hammer.
Camey on Thu, October 18, 2007
Peter… It’s because of people like you why I don’t volunteer to sing… http://www.mondaymorninginsight.com/images/smileys/wink.gif
Peter Hamm on Thu, October 18, 2007
Great insights! Yes, David, I love Rory’s books. Bishopdave wrote [Team leadership concept helps in these situations; this is a consensus decision of the team/leadership]. YES! In my recent situation, it was such a team decision that I don’t think we could figure out which of the individual assignments had been made by whom…
Still a lot of hurt in the room over it all…
Thanks for the insights. Keep ‘em comin’!
Leonard Lee on Thu, October 18, 2007
I know you all know this but it bears repeating. Sometimes the best answer is to not be so desperate to get a volunteer you have to settle for someone who shouldn’t volunteer. We seek to make volunteering special as well as the volunteer special too.
Raise the bar and more poeple not less will volunteer and your firings will be less.
When your expectations are clear, you are more able to let a volunteer fire them self which is always better. long with a clear list of
Kirk Longhofer on Thu, October 18, 2007
Two things…
first, clear expectations up front. If it’s a soloist or worship leader, make it clear that it’s by audition only with high expectations for quality.
second, a job description that includes a regular evaluation component by the ministry leader. Most of the time, there’s no direct opportunity to point out problems in performance. Build those evaluation points into the system, so when a “firing” is necessary, it’s not a surprise.
Peter Hamm on Thu, October 18, 2007
Thanks, Kirk.
That’s true about the audition only thing. Only problem is, before I arrived a precedent had been established. I waited over two years before breaking it… and I broke some hearts in the process.
It was a necessary pain, I admit, but painful for all, including me, nonetheless.
Is it a win if nobody actually left the church over it?
HEATHER on Fri, October 19, 2007
AWESOME article. I was a fired-volunteer and I’ve fired volunteers. Its an awkward deal. Someone should take this post further and write a BOOK on it, the TOPIC is universal.
Wendi on Mon, October 22, 2007
I’ve been out of town. Hope people are still reading. This is favorite subject (not firing, but equipping – and firing is sometimes part of the picture).
I completely agree that an accurate ministry description is a good preventative tool. As important as this is, a paper description will never substitute for a face-to-face interview before anyone joins a ministry team. Hiring someone without ever talking to them is unimaginable in the business world, but I’m amazed at how often this happens in the church. A ministry interview should be two-way and very relational. A chance to explain the expectations, the overall ministry and how it fulfills the mission of the church, communicate vision and leadership style, plus learn the story and spiritual journey of the candidate.
I also agree about evaluations, but I prefer to call them “reflection meetings.” These are intentional and scheduled times for volunteer and leader to reflect on a particular ministry season, what God has done in the ministry and the life of the volunteer, consider how He is leading, and of course, discuss concerns. It is important that concerns serious enough to result in a “firing” not be brought up for the first time at this meeting. Feedback should be happening throughout ministry, so if “firing” is the result, the reflection meeting becomes a time for the leader to say, “the concern we’ve been discussing needs to result in . . .”
I think worship ministry, is an exception . . . but I tend to promote the idea that we can’t (shouldn’t) try to exactly match gifts with particular jobs. Very often, if we are flexible, the job will take on the gifting of a person who loves your community and has a serving heart. Cliff (not real name) the usher was an example. No hospitality gifts and completely introverted, he was one of the best ushers I ever had. Once, short handed, I asked him to move from his less trafficked door. He just couldn’t do it. He told me, “These are my people! Mr. Smith let’s off his sick wife and then parks, I have to tell him where she’s sitting. The Jones family has been trying to sell their house and I need an update. Etc. etc. etc.” Cliff’s shepherding gifts influenced his ushering.
Because (IMO) most volunteer “firings” don’t come from a gift-mismatch, the reason is often some kind of attitude problem. When this is the case, the person with the problem usually doesn’t see it (which of us sees our attitude problems until we step away . . . not me). So in this case I suggest adding some strong admonishment about not being divisive as the person exits. Gossip creates so much unnecessary collateral damage. Having leadership back-up and support will add strength to this admonishment.
If your church is a member of Group’s Church Volunteer Central (you should be, it’s a great resource for volunteer leadership), here is a good article on the subject.
https://www.churchvolunteercentral.com/IdeaDepot/article.asp?ArticleID=637&CategoryID=26
Thanks Peter – for getting us talking about this important subject.
Wendi
craig on Mon, October 22, 2007
Camey said: “Peter… It’s because of people like you why I don’t volunteer to sing…”.
Camey, that is an interesting response. In the secular world, your response is quite normal because if you offer to provide a free service and they turn you down or don’t like the way you provide that service then why bother? Screw them. But ask yourself this about Church: Who are you singing for? Is it those church leaders or are you offering to sing for God? If your offer is to sing for God then the response of the church leaders should not affect your decision. Let those church leaders know that your offer is to God and that your offer to sing stands whenever and wherever God chooses to use you. Don’t let the things in this world you have been denied blind you to the opportunities to serve God in other ways that God so typically presents to you in very quiet moments.
Peter Hamm on Mon, October 22, 2007
I liked Camey’s response. (She was just funnin’ by the way, and even sent me a private email to make sure I knew that…) If you knew me, you might think she was serious… and correct, too…
The other thing that is a problem, specifically with very visible serving opportunities like leading worship, is the thought that is very prevalent that I must be up front in view of people for my singing to be valuable in God’s eyes. We don’t really say we believe that, but sometimes I wonder if we don’t actually believe that very thing! I tell folks that the entire congregation is the worship team, and everybody on stage is part of that team, just happens to be the people leading it.
Other ministries have similar challenges in terms of ego/humility… but with music and arts it is most visible.
Story: I have four worship teams here. I lead two of them currently, play with another where someone else leads, and I DON’T play on the fourth. I was going to play with them this month to help with a couple songs that their leader thought I might need their help on. But I couldn’t be at the first rehearsal. The leader of that team calls me today, very sheepishly asking if I minded NOT playing with them after all, because they had a sound and some arrangements they really liked and (he didn’t say this but I read between the lines) they were concerned maybe my style might mess it up a bit. He’s apologizing… I’m ELATED that they want me to stay away. They do a good job, and I want them to be their own team and all… I was JUMPING FOR JOY!
Leaders need to lead, followers need to follow, the rest of us need to get out of the way, except in those cases and instances where we need to either lead or follow…
Camey on Mon, October 22, 2007
Craig,
Interestingly enough? I was singing outloud in the very quiet moments when I first read your response to me… while taking a break from using another voice…
What you had to say was not lost in translation. I greatly appreciate your taking the time to respond.
I do not want to be guilty of hijacking this thread. Peter knows that I would sing if he asked me to.. so does our own worship pastor. I am one who does a voice in so many other ways… it is in part because of that I do not need to be any where other than wherever I may be sitting or standing. For if true worship is taking place… one does not have to be on stage for the Audience of One to hear.
Thanks again Craig.
Camey on Mon, October 22, 2007
Peter,
Thanks for sharing the story.
And for being you….
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