Top Reasons for Church Staff Terminations
- Posted by: Todd
- Posted on: Mon, May 19, 2008
- Viewed 115
- (28) comments so far
6. Decline in attendance and/or conditions
7. Pastor’s leadership style (too weak)
8. Administrative incompetence on the part of the pastor
9. Sexual misconduct
10. Conflict with other staff
11. Ethical misconduct(mismanaged monies, dishonesty)
12. Disagreement over doctrine
13. Tenure (been at the church too long)
14. Rapid growth
15. Pastor vs. deacons*
15. Pastor’s physical health*
15. Personal financial problems*
15. Poor work ethic (lazy)*
*Received an equal number of votes
You can read more about this survey here...
What do you think? Are all of these valid reasons to fire a pastor or church staff member?
Sexual immorality will almost always get the pastor the boot. So will administrative incompetence. But according to a recent LifeWay survey, more than 1,300 Southern Baptist pastors were dismissed in 2005, and here are the top five reasons:
1. Control issues (who should run the church)
2. Poor people skills
3. Church's resistance to change
4. Pastor's leadership style (too strong)
5. Church was already conflicted when the pastor arrived
The survey also found about ten more prominent reasons for dismissal. Here they are...
Comments
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Peter Hamm on Mon, May 19, 2008
Combinations of them are, although I’ve yet to meet a lazy pastor.
nathan on Mon, May 19, 2008
No. 14 - rapid growth
You mean to tell me someone actually has gotten fired for the specific reason they got too many people to come to church? That’s amazing!
Derek on Mon, May 19, 2008
One element I have seen when pastors are fired (or the leave) is unclear expectation from the church or the pastor during the hiring phase. Either the church is unclear in what they are looking for or the pastor is unclear in who he is as a leader.
I would assume that unclear expectations were a part of the following issue:
1. Control issues (who should run the church)
3. Church’s resistance to change
4. Pastor’s leadership style (too strong)
7. Pastor’s leadership style (too weak)
8. Administrative incompetence on the part of the pastor
10. Conflict with other staff
12. Disagreement over doctrine
15. Pastor vs. deacons*
Pastors need to work hard in the interview processes in expressing their personality, gifts/weaknesses, strengths, leadership style, theological orientation, etc. They also need to work equally hard in obtaining an accurate view of what the church is looking for in a pastor.
Derek
Bob Barnes on Mon, May 19, 2008
Nathan,
Too many people began attending a year after I began pastoring a small church. our congregation had doubled in attendance and the previous members felt threatened, so they began a rumor etc campaign that ultimately led to my resignation. So, was I dismissed? I think so.
Wendi on Mon, May 19, 2008
1, 2, 3, 4, 7 . . . I think these often result because a pastor and/or the church really doesn’t understand who they are or what they want. Either side could spend a good amount of time at the front end talking about how important it is too them to reach lost and broken people, but when shoe leather is put to this passion, the _______ hits the fan.
We are currently facing the consequences of hiring someone who really doesn’t know who they are. At first we thought that he had intentionally misrepresented himself during the interview process. We’ve come to the realization that he really believes he is something he is not. I’m not sure how that didn’t surface through reference checking, but we missed it and are now dealing with the consequences.
As far as lazy or poor work ethic, I have definitely seen this in ministry. In ministry there is much less accountability for time and outputs than in the corporate world (I know this, I’ve worked in both contexts). It’s not uncommon for people in ministry to use their work time for their quiet time, to wander into work between 9 and 10, finish the day between 3 and 4. How does this play with the volunteer who works a 50 hour per week job, gives 5 hours to his/her ministry and gets up at 5am to spend some time with the Lord before work. Yes, I know that ministry workers are always on call (especially pastors), but I have also seen resistance to accountability for use of time or evaluating the effectiveness of ministry . . . and when there is resistance, it says something, doesn’t it?
Wendi
Randy on Mon, May 19, 2008
One of my biggest frustrations as a Pastor is the very real sense that it seems impossible to “get it right” no matter what you do. If you are percieved as too strong (#4) or too weak (#7), you’re out. If the church doesn’t grow (#6)or grows too much (#14), you’re out. Regarding the last one, I will never forget (I wish I could) talking with an Elder at the church where I was serving at he time, a man whom I respected, who commented directly to me, one the staff pastors of his church, that he had never met a Pastor whom deep down he didn’t think was lazy. When there is that kind of mindset to deal with among the lay leadership, how can we ever “defend ourselves” against those who “mis-perceive” or misunderstand the nature of pastoral ministry and that it does not look like a regular job because it isn’t a regular job. What gets even more frustrating is when other Pastors propogate the same mindset by espousing working crazy, unhealthy hours all in the name of serving God, all the while they are sacrificing their family on an altar that God does not require!
kevin d. on Mon, May 19, 2008
i think another possible reason for terminations might be the “personal insecurity” and/or paranoia of staff members >>(i.e. “he wants my job, so we must get rid of him!”)
ADB on Mon, May 19, 2008
Wendi,
With all do respect;
Nest time instead of “hiring” a pastor….seek after God for his leading and realize that pastors are “called” not “hired”.
Leonard on Mon, May 19, 2008
Sometimes a person looks great on paper, interviews great, references check out great but they do not fit with a team.
Another reason is a leaders/pastors inability to grow with the job. It has to do with capacity. Far too many churches hire people for where they are and not where they want to be in the future. I am convinced this is a huge problem too often overlooked.
I also believe it is my job as a pastor to continually seek growth and improvement. To seek feedback and to develop my skills and my gifts. It is my job to make sure I am not my own lid or I am not the one keeping myself from growing.
bishopdave on Mon, May 19, 2008
Sometimes the conflict comes from what a church wants in a pastor vs. what a church needs in a pastor.
ADB,
Don’t you think it’s arrogant of you to assume Wendi’s church didn’t seek after God’s leading? That was a very disrespectful comment.
Derek on Mon, May 19, 2008
ADB,
It is arrogant to assume Wendi’s church hasn’t sought God. You cannot over-spiritualize staff hires.
God calls a person, but “the church” hires them. You have to focus on the issues related to both.
Derek
kevin d. on Mon, May 19, 2008
leonard… i totally agree… i would add only one word to the end of your statement… “selah”…
anonymous on Mon, May 19, 2008
Perhaps the list should be put into further context - it almost does not matter what the issue is. What matters is whether the people feel that on the balance it is more or less costly to keep the pastor than suffer the implications of a search process. This is called legitimation of power. For example, the churches filled with laity that don’t want to grow or change organizationally will change pastors regularly. “Jobfit” with the key wealthy lay leader’s desires for the church is often at the bottom of it all.
Ultimately, there are plenty of presenting reasons for pastoral termination, some appropriate and some not, depending on context, which may be identified. But what makes the critical difference as to whether those issues rise to a firing offense is the underlying fleshly or spiritual degrees of compatibility between staff and laity in terms of their partnership with God. Great churches have great spiritual partnerships.
Wendi on Mon, May 19, 2008
ADB –
With all due respect back,
The position we hired was a director in a para-church ministry – just as “called” as a pastor. In fact, I don’t believe that a vocational pastor is “called” more than any person who serves in vocational ministry roles. In Eph 4:11 Paul lists several roles that are given to the church for the equipping of the saints for the works of service (apostles, prophets, pastors, teachers). Peter’s reminder to ALL the saints of the priesthood of ALL believers should dissuade us from the idea of special clergy calling, which implies the lay person won’t hear a call from the Lord. That is hogwash and fosters an “us/them” paradigm.
And since you bring up “calling,” I think one of the problems in ministry is that we too often assume calling equals qualification and ministry fit. I might be called to something it will take years for me to become qualified for. I might be called to ministry, but there are many places where my calling doesn’t fit with the organization’s mission and unique calling.
Which is why in our context a minister is hired. Like Derek says, “God calls and the church hires.” He/she needs to be a fit with the DNA of the church, he/she will have a particular job description and it differs from church to church. There has to be a hiring process to insure that the candidate has the skills and abilities for the job. He/she will be collecting a paycheck, and there needs to be a process to negotiate a salary package, that the candidate can live with the church’s policies, and within the accountability structure. All this is part of hiring, not calling.
BTW – we did spend many hours seeking the Lord’s direction, listening for His voice. It just happened that the person we hired does not know himself very well and actually believed he could fulfill the responsibilities of the job . . . when he clearly cannot. He may have missed his calling and we surely did miss some signals, but it was simply a bad hire, plain and simple.
Wendi
ADB on Mon, May 19, 2008
Wendi,
I want to tell you I am sorry. I did not mean to be insulting or arrogant or even dis-respectful in my post to you. I understand that it came across that way and I sincerely ask for your forgiveness if I have offended you in any way.
Very seldom do I ever send email or post on blogs and I see how the tone of that post could be see as and taken very offensive as well as aggressive.
Again I am sincerely sorry.
My heart is truly that God will bless you and your church in this situation.
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