How Do You Fire A Volunteer?
- Posted by: Todd
- Posted on: Thu, October 18, 2007
- Viewed 361
- (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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Craig on Mon, October 22, 2007
I have never understood the use of the term “fired” within the church. The word “fired” is a business term. To me, the church is a place of gift giving. The idea that church might be a place where I can go to “take” something for myself has always been bewildering and abhorrent to me. In my view, offering to sing in church (or an offer to volunteer in any other way for the church) is an offer of a gift to fill a need just like taking food to a starving family or giving medicine to a person who is sick. If that family said: “no thanks, we have already found enough to eat today”, would your feelings be hurt? If that sick person says “no thanks, I don’t need your medicine because I am healed” would you be unhappy that your gift was turned down or would you be thrilled that their need is no more?
Why are all things offered to the Church not the same? If a Church leader says “no thanks” we don’t need what you are offering, why are we not thrilled for the church just as we would be thrilled for the hungry or the sick?
Is it because of our own greed and pride?
Peter Hamm on Mon, October 22, 2007
Craig,
EXCELLENT thought on that topic. I think it IS sometimes our own pride. As a “performing artist” who uses his gifts to lead worship in the church, and who does at least that part of my job pretty well, it is a CONSTANT battle… the fight with my ego that is. Plus, the temptation to base my value in God’s eyes on what I do on the stage.
Thanks for your thoughts.
Camey,
“Me” is all I can do, unfortunately.
Mike on Mon, October 22, 2007
I would rather think of this process as refitting the role for the person than “firing” them. I believe everyone has a place of ministry, and if a particular person is in the wrong role they need some help discerning where they need to be - “firing” them is an absolute rejection and leaves the person devalued.
Wendi on Mon, October 22, 2007
Craig – I appreciate your thoughts. Very interesting. I’m not sure that I agree though, that the church should turn down spiritual gifts offered freely and humbly given in an attitude of servanthood. Something seems off theologically to me, based on my understanding of Romans 12 and 1 Cor. 12. If the HS assembled each faith community, then should not each person (who is offering their gift rightly) have the gift used by the community? Now I’m not saying that the church should start up something new for every single person who says, “I’ve got this idea and want the church to launch it.” If a church became fully resourced with man-power to do all that God has called her to do, there is plenty of ministry outside church walls (actually, the church shouldn’t ever base their willingness to release people on how well they are filling their own ministry slots).
What do others of you think?
That said, I do think that sometimes actual firings are very reasonable in ministry. In the church, because people are volunteers, we tend to think it isn’t right to tell them that they cannot serve anymore. This has (sometimes) bred lazy, complacent, uncommitted volunteers (or worse). When, after being fully trained and told about expectations, a Sunday school teacher continues to show up late and completely unprepared . . . she should be fired. When a small group leader continues to gossip about the church leadership or other small group members, after being lovingly warned by his leader . . . he should be fired. When a deacon wants the prestige of the title but continues to miss meetings and fails to fulfill the job responsibilities . . . he shouldn’t be a deacon. I don’t see these situations as a permanent “firing,” but neither do I see them as simply redirecting. That would be simply passing a problem from one department to another. Rather, we have a responsibility to help the person take responsibility for losing their ministry and learn how to be a better, Romans 12:1 minister – presenting their “bodies” (their gifts) fully, as “living sacrifices.”
Wendi
margaret on Sun, October 28, 2007
Reading this as an outsider is…scary.I don’t want to be hurtful but who are you serving here? The manual or the One who wrote the manual?Who notices even a sparrow fall though He knows we are more than any of them?
I’m not talking here of people who ‘do the wrong thing’ but those many cases where it does not appear to be done quite right..
Learned this lesson as a child in a small village church.Pumped organ, very slow organist, dreary hymns tiny congregation who could not sing.My father pumped the organ vigorously hoping to speed up our organist. In the choir the children did their best but…Sure, I remember wondering what ‘on earth’ God made of it all .But mostly I remember learning to love one another as God has first Loved us.
Peace to you all. May we meet in the Kingdom. I’m the one who can’t sing….
Jenny Baker on Fri, November 16, 2007
I have found it necessary to redirect volunteers. When I have made the job description clear, and when going into the position the volunteer is clear about what they need and what we expect them to do it makes redirecting less painful on my part and their part. I think it is necessary to have support/communication in between “hiring and firing”. I am all about “reviewals”, “relection meetings” or “evaluations”. I have volunteers often come to the conclusion that the positon isn’t for them if the “evaluation’ is done well. When ever a volunteer that isn’t doing their job well is redirected, it leaves the team healthier. I know there are people that don’t work well in my department can work great in other departments. Its my job to help them get there.
Jenny
catherine on Thu, February 28, 2008
its so hard be be a volunteer. you have given your time but they just fired you? Oh well maybe if you don’t do your job well. I guess you just tell him in a nice way and give him/her some thank you gift.
Teak Furniture on Tue, September 09, 2008
It’s really hard to fire people. Just talk to them in a nice way and say thank you for all the help he/she has done.
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Couldn’t be written any better. Reading this post reminds me of my old room mate! He always kept talking about this. I will forward this article to him. Pretty sure he will have a good read. Thanks for sharing!
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eczema on Wed, April 22, 2009
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. 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 that team.
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I believe this aspect is growing everywhere as business owners learn what it is. For example, Phoenix is much more sophisticated in this regards than here in Tucson. I average small business owner is still way behind in their understanding such incidents.
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When I have made the job description clear, and when going into the position the volunteer is clear about what they need and what we expect them to do it makes redirecting less painful on my part and their part. I think it is necessary to have support/communication in between “hiring and firing”. I am all about “reviewals”, “relection meetings” or “evaluations”. I have volunteers often come to the conclusion that the positon isn’t for them if the “evaluation’ is done well. When ever a volunteer that isn’t doing their job well is redirected, it leaves the team healthier.
Sofia on Tue, May 26, 2009
Since you do not pay volunteers, just let them stay. They are voluntary to come, and let them be voluntary to go. I’d like my father love nfl jersey voluntarily, even if I hate that. That wont cause much trouble.
Classifieds on Mon, June 15, 2009
OK, may sound unconventional, but perhaps might be better over a few drinks down the pub…!
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