Conflict? Ask Ken: When and How Should I Fire a Church Staff Member
- Posted by: Todd
- Posted on: Thu, January 06, 2005
- Viewed 181
- (53) comments so far
From the Lone Star State
Dear Pastor,
You have raised a number of excellent questions. Hopefully, others on this blog will offer their advice as well.
I am going to restate your questions because I see an even larger dilemma. Congregations, especially those your size, commonly describe life in the church as being part of a “family,‿ with love and acceptance being hallmark characteristics. Hence, even if a person is not gifted in a certain area and is asked to serve in a different area, such a shift doesn't affect that person's membership in the church.Â
The same, however, cannot be said about a paid staffer. For example, if an associate pastor was hired to run small groups and has no administrative skills to do so resulting in a floundering small group ministry, a shift out of that ministry often means leaving the church. Why? Because if the church needs to hire someone else to carry out what it considers to be a vital ministry of the church, it probably doesn't have the funds to find or create a new position for the displaced staffer. The larger dilemma is, how does one “let go‿ a staff member for shortcomings when the church promotes the full acceptance of all despite their shortcomings?Â
Should an announcement of resignation be made, it is a confusing and upsetting message to many in the congregation. That's when a number will come to the defense of the staff member. That's when stories of how this person helped during times of trial will surface. That's when the board or Sr. pastor are called into account. That's when, in defense of their decision, the board or Sr. pastor feel compelled to list the associates shortcomings. That's when matters begin to feel like a personal attack. That's when supporters of the associate pastor begin to list the shortcomings of the Sr. pastor and remind everyone that he is not being asked to leave. Yikes! The larger dilemma is, the principles that are called upon to apply to the goose, are not applied to the gander by the very geese who promote those Biblical principles!
How to Minimize This Problem
The Bible says that money is a root of all sorts of evil. Though I say this “tongue-in-cheek‿ as it relates to staff, the reality is, money plays a role in this issue as described above. Because certain ones in the church are paid to do their work, unlike the bulk of volunteers, a different standard is applied to those on staff. Generally speaking, “performance‿ takes a higher precedence than “relationship‿ for church staff, and members need to be made aware of this dichotomy.Â
Because of this, it is critical for churches to have clear job descriptions against which to measure performance. Just as important, and because the church is a grace-oriented institution, it must also establish performance improvement plans for staff members who fall significantly short on performance.
More can and will be said. Next week I will continue this discussion, specifically delving into the subject of performance improvement plans (which you raised).
“Now to him who is able to keep you from stumbling and to present you blameless before the presence of his glory with great joy, to the only God, our Savior, through Jesus Christ our Lord, be glory, majesty, dominion, and authority, before all time and now and forever. Amen‿ (Jude 24-25).
Your Conflict Resolution Consultant,
Ken
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Ken Newberger, an experienced church conflict resolution specialist, earned his Th.M. from Dallas Theological Seminary, has ten years senior pastoral experience, and is in the dissertation phase for his Ph.D. in Conflict Analysis and Resolution at Nova Southeastern University, one of only two accredited doctoral programs of its kind in the United States. If your church needs individualized help, please visit Ken's website or call 301-253-8877.
Dear Ken, I am the senior pastor of a church that averages between 150 – 200 for Sunday morning worship. I have a number of questions relating to letting another staff member go. Here they are: When is it OK to fire a ministerial staff member? What role should the pastor have? What can/should he do to make sure that person is treated fairly even in termination?
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Comments
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rw on Fri, January 07, 2005
AS a staff member this question is very important for me. What and why are the reasons that give my senior permission to let me go or fire me?
A person commented that performance should not be a reason for dismissal. I would have to disagree with this comment. For all pastors our primary concern in ministry needs to be th e well being of the church, not our personal comfort.
As staff guys we need to be willing to take a step of faith and let our senior guys know that because we value the church and it health we give them permission to let us go if that is what they feel is best for the church.
The church I am presently in suffers because neither I or my senior have any gifts in worship. Because of this our church has been unable to break the 250 barrier.
Having discussed this with my senior the next person hired will have worship leading as part of his job description,
What do i do in the mean time. I am presently resigning from my local church. Not because i want to leave or because of difficulty with the senior or poor relationships. But because it is what is best for the church.
While i will use this break to further my education, it must be noted that as shepherds to Gods flock we will be held accountable for how we led.
Sometimes that means making hard decisions to bring about the most growth for our church. So if a staff guy cant cut it, it may not mean that he is not meant for ministry, it may just be that his time at your church has come to an end and God has somewhere where their gifts and abilities can be greater used
Hope my ramblings
have helped.
RW
Franklin Enudi on Sun, January 09, 2005
If the minister has repetedly commited the sin after several warnings has been given to him, a circular job could be sought him while he remains a member of the church to be watched if paradventure God will grant him repentance. If he continues in his sin, he could be put away from the church as recommended in 1 Cor.5:13.
TAB on Sun, January 09, 2005
I’ve been in Music / Worship Ministry for over 25 years. 10 1/2 years was spent in a single church. During that term the music ministry grew and diversified greatly.
Without warning, 2 deacons came into my office one afternoon and gave me 48 hours to clear out my office. No reason given other than “lost confidence in his(my) ability to lead”. It was nothing immoral or illegal; I did not abuse my position or church property. This was stated in a memo between the personnel committee and deacons. Where was the sr. pastor in this? Not sure. He did admit to me that he was involved with it.
That happened 14 months ago. God has been gracious to me and my family as we have been able to serve a long-term interim at a wonderful church, and now are in a second interim.
I’ve had to get a second part-time secular job to help ends meet and have learned how to live on 2/5 of my previous income. I’m trusting God to deliver me into a great church that is looking for a creative worship leader.
Hurt? Sure. Anger? Absolutely. Confusion? Oh, yeah. Answers to my questions? None.
Reading from all of you has been helpful, in that I know I’m not alone. Thanks for this place.
Yours…and His,
TAB
TAB on Sun, January 09, 2005
One correction in my previous post, it was 17 months ago. Time flies when living in grace!
C Edwards on Mon, January 10, 2005
I, too have been on the ugly side of being “let go” from a staff position. Actually, more than one. Now, I know in todays society it isn’t popular to do this, but I’m not a trendy sort of guy. Twice, of the three times I was let go, it was the proper thing to happen. I simply wasn’t doing a good job, and I knew it. I tried to improve on my lack of vision, but simply wasn’t getting anywhere. The third time wasn’t my fault. I had learned a great deal from my two “tune ups” if you will, and was making real progress. The choir was growing, we started a drama ministry, brought in some electronic multimedia helps, started an outreach, and began to have monthly fellowships. These are all things that was expected out of my leadership in my two tune up positions, but simply lacked the vision, or contacts, and /or knowledge to get them done. In this great third position, I had accomplished every goal set for me by the pastor, and then some within 7 months, of a years list of things to do. Of course, ijn every ministry, you are going to have your detractors…anyone who says they don’t have any, aren’t in ministry. One such family was NOT happy with the fact that we had accomplished all these things, because they didn’t want them. Thus, the backbiting began. Now, I want everyone to understand that I followed the job description to a “T”. Everything on the description came from the pastor and personnel committee. I was completely subordinate to the pastor, as he is the one who gave me the time frames…actually a little earlier on each one. I was never late to the office, I never missed a Sunday. I took my vacations from Monday to Saturday, in one week increments as to make sure I was back for the ensuing Sunday. I did everything that was required of me, and then some. I even took on the Senior citizen’s group, which were an awesome blessing to us, because they were considered “dead weight” and other people couldn’t be bothered with them. However, because of one family, within 6 months of God’s handiwork of building a strong vibrant ministry, the pastor called me into his office and asked for my resume. His reasoning for asking for it, “some families in the church feel like you haven’t lived up to our expectations we set for you, and I agree with them.” Talk about devastation! After talking with him at length, I said I had to pray about it. He said prayer was already accomplished, therefore I didn’t need to do so. Please tender your resignation today by 5. So I did. I typed it out, much like this, although I went into much greater detail than I have here. After I finished it, I included a personal request for 6 months severnce to allow me time to seek a new position. I was called back to me with the pastor, and the deacons, who were unscripturally running the church. Before I went to see them, the pastor invited me into his office and gave me a sheet to sign that read absolutely nothing like my resignation did. He handed me a piece of paper, and said as soon as you sign this, I will yake you to see the deacons to discuss your severance package. I signed it, not knowing what they planned to do with it. We went to the deacons, and they handed me a two months, take it or leave it package. This after I had just had a house built. I was crushed financially. The next Sunday, the pastor read his letter, that I had to sign, to the congregation, and said I wrote it. He also said that I only asked for two months severance. Now, ladies and gentlemen, I am all for peace in the church, and going quietly…I had dome it when I was at fault, and rightly let go in my tune up positions…but I cannot, nor does scripture teach, that I should allow lies to be spread…especially from the pulpit…so you can probably guess that I didn’t in this situation. I fielded hundreds of phone calls after morning service…seriously…HUNDREDS. I started to right the lies by saying that the letter read wasn’t written by me, and that I asked for 6 months severance. All of those asked me for a copy of my resignation, to which I said to ask the pastor. They did, and he said that he didn’t have it anymore, but that what he read was a condensed version of it. So, when they asked again, I mailed each of them a copy. Why? Did I think it would hurt the church? I thought it might, but my reputation is important as well. No one should sit by in idle and allow someone to massacre there integrity, calling it taking the high road when your livlihood depends on you integrity. After all was said and done, I ended up with three months severance, which was a blessing, but not a big enough one to keep me frolm financial ruin. It took a while, but the lies of others have forced me into bankruptcy…a death curse for ministry. I did find another position, but I wasn’t able to keep up rent here, and a house payment there. The house wouldn’t sell, so I had to file to keep from losing everything. The toll on my life was substantial, but the toll on my wife and children was beyond words or measure. My wife is on two anti-depressants. My children won’t go to church. And after our next business meeting, when I tell them that I’m filing for bankruptcy, I probably won’t be welcome back. People are cruel. Ministry isn’t up to a person, or a job description, or a pastor…it’s a God thing. I know what I am supposed to do in ministry because the handbook is clearing spelled out. As long as people are running things, it doesn’t matter what the Bible says, or even if there is a clearly defined job description, or not. if they want to get rid of you…they are going to get rid of you!
Jim on Sat, January 15, 2005
I would like to add a comment to this discussion. First of all, I am quite suprised that no one has mentioned that ministry is not a job. It is, and should be, a calling. The Bible says that a man who devotes himself to this kind of work is due support (payment) for doing so. Again, many have made reference to how the church has been negatively influenced by corp. america. Very true! however, I believe you have missed the most important way in which this is happening. There is no Scripture that gives authority to a senior pastor. The ministers are to be elders who are in mutual submission to one another. The one who preaches has as much a responsibility to answer to the music or youth pastor as does any other staff memeber to him. The conflicts over “job performance” almost always arise out of the need of one to “set an agenda” for the others. It is a power struggle plain and simple. The church has only one senior pastor—JESUS CHRIST! If we have staff members who meet the qualifications of an elder then, in all cases except moral or ethical failure on his part, every staff member has an obligation to listen to and work with every other elder. Since there is no hierarchy there can be no firing—only working together because we a commanded to “be of one mind.”
MD on Thu, March 30, 2006
Hello,
I am a youth leader in a church just starting out. Our Senior Pastor is a very flexible person, and listens to everyone. Recently a new man that alot of people know, began to preach severely on certain traditions that were not biblical that the church practiced. Surely, i have checked scriptures and it adds up and prove his teaching is correct. The senior pastor listened and being the obedient man he is towards God he made new changes. This is all good, but i have come to notice that all the visions for the church suddenly is coming from this man. It seems as though he is the one leading the church, to the point it makes the senior pastor look out of place. The man dictates who has the gift for leading a worship service, He dictates who at the present time can enter into the five ministries, he doesn’t take counsel but say his gut feelings are strong and that we should trust him and listen when he says something. I feel so bad for the senior pastor because it seems like he takes orders from this man and not from God. By the way the man I speak of is now the church music director because at the time he is the only one who has skills in that area. He is also the Head teacher in our teaching staff. Don’t get me wrong i am not trying to give a bad picture of the man, but i am concerned. I guess my question is if he is doing all this work and the senior pastor just stand next to him, is that ok, if it is i thought God called pastors to sheperd the flock not music directors. Lastly, how should i address this to the senior pastor. I am so afraid to be judgemental, because i don’t want to be the one stirring discord in the church, please help, but my motives are pure if there was any hint that they weren’t i ask God to keep my mouth from speaking in the matter.
Randy Ehle on Thu, March 30, 2006
Wow, you’ve described a tough situation, MD. In answer to your question, “how should I address this to the senior pastor?” I would first recommend a posture and attitude of humility (Philippians 2). I would also encourage you with Paul’s exhortation to Timothy: “Don’t let anyone look down on you because you are young….” (Please read the rest of the passage in context! It’s 1 Tim 4:12.)
With that attitude, I would schedule some one-on-one time with the senior pastor – which I hope you have on a regular basis, anyway. (I’m assuming you’re not at a mega-church with a dozen pastors, but that you have fairly good access to the SP.) When you meet, share your observations and ask for his feedback on them. Where to go from there depends entirely on what he says. Feel free to contact me directly, or touch base with Andy McAdams at Church Dynamics ([removed]
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[removed]). Andy’s had 30+ years as a pastor and now consults with churches on a wide range of issues, from leadership to discipleship to conflict.
By the way, I am curious what “traditions” were declared to be unbiblical. And how did the “new man”, who is the music director (by default, it seems), “begin to preach”. Do you mean that he literally started preaching in the services against these (supposedly) unbiblical traditions? Or do you mean that he began to “preach” to the senior pastor and/or others in leadership? What is his theological training or background, compared to yours and the senior pastor’s?
Here are some other questions for you to consider, if you haven’t already: What is your view of scripture as it relates to church methodologies? At two extremes are (1) if the Bible doesn’t expressly permit something, it should be forbidden, and (2) if the Bible doesn’t expressly forbid something, it should be permitted. Do you view the New Testament as prescriptive or normative for how we ought to do church today, or is it primarily describing what the early church did? (Personally, I lean toward the latter - the NT describes the early church, but does not tell us how to do church today.)
Keep us posted.
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