Spivey says that many churches also have a track record of quick breakups… with staff turnover about every 18 months.
Tim says that “swifting” churches are characterized by two things usually:
1. They hire poorly
2. They have power issues
Tim adds: If you are looking for a place to serve, be very cautious in considering a church with high record of turnover. I know of a church that had three senior pastors in the same year. They also blamed each of those three for the transition based on “wanting a new direction.” They are right … they need a new direction. They can start by taking responsibility for either poor hiring or a quick trigger finger in personnel matters — or both.
Have you ever worked for a ‘swifting’ church? Or maybe your on the leadership team of one.
Stop it. It does the Kingdom no good.
If you’re a church… hire well.
If you’re a potential staff member, do your due diligence as well. Talk to a past staff member or two. (Ask permission of course). And ask about the work environment… who the current staff are… and how long they’ve been there.
… because once that break up happens, you probably are ‘never ever ever getting back together’.
This invention from Coca Cola could really help the productivity of your next staff meeting.
Heck… maybe you could get everyone to just leave them on for the day. Just think of the type of ministry that could get done!
This week Leadership Network launched our “2014 Large Church Salary, Staffing and Budget Survey.” Our bold goal was to email someone in every large church (attendance 1,000 to 50,000+) across North American.
The responses from this survey will allow us to report valuable information such as:
- What’s the salary range for an executive pastor in a church of 7,000?
- How do budgets compare for churches with attendances of 8,000-9,000?
- What’s the staff-to-attender ratio in churches over 10,000?
- What percent of budget goes to staffing costs in megachurches, and how does that change with size?
- How does the salary of a founding pastor in a large church compare with that of a successor pastor?
The more who participate, the more specific comparisons we can provide. If you didn’t receive an email inviting your church to participate, please send this link to the person on your staff who is privy to your church’s salary and budget information.
Here’s the link to the survey: https://www.research.net/s/C8YRZKM
Benefits of participating: For those who participate, we offer an executive summary, an invitation-only video Q&A webcast and even a copy of the data set (sanitized to remove all church-identifier clues). All free. For larger churches, nowhere else will you join such a sizable group of peers. The time you invest will come back to you in multiplied helpful information. Thank you!
Questions? Contact us at email@example.com or 214-754-9179.
Churches throughout the United States are not only taking the Bible’s teaching on stewardship and generosity more seriously, they are also developing creative new staff roles to help integrate the value of generosity into all aspects of congregational life. All have one thing in common—a renewed focus on generosity is creating blessings for those who give and receive.
Leadership Network’s concept paper, Staffing for Stewardship: Innovative churches are exploring new pathways for incorporating stewardship, previously published by Alexis Wilson explores this important topic.
Here are some great quotes from the paper:
“We realized we needed to challenge people in all areas of stewardship.”
“Stewardship is the understanding that everything belongs to God, and we are just managers of his resources.”
“The heart of stewardship is that everything belongs to God, and we get to take care of it.”
“That is the way that we should live every day giving our money away like it’s about to be worthless.”
“Do not go it alone. Find others who are walking this road, and build your ministries together.”
To see the entire library of Leadership Network’s papers, podcasts, and videos go to
Well… that’s not a great way to start off 2014, Todd… thinking about your resignation letter from your church!
OK… I get your point.
But maybe you should think about it today… the first day back to work in the new year.
Whether you’re happy you’re where you are at, or you’re just putting in your time (we’ve both been both places!), there is some value in the exercise of thinking about what you might write in your resignation letter… it helps to to focus on what you’re thankful for today.
I wrote a post about this subject over at my ChurchJobs.tv site. I hope you’ll take time to read it today and do the exercise. Believe it or not, it could give you a real kick in the pants for 2014 as you reflect back on the good things that have happened (and that are still in store for you) WHEREVER God has placed you!
Here’s to a great 2014!
A recent national survey of pastors and church staff shows that the majority of senior pastor respondents (51%) received salary increases “in the past year.” This is an increase of 11 percentage points compared to the previous study.
Senior pastor average salaries are the highest they’ve been since Christianity Today started tracking compensation data. This year, average pay slightly surpasses rates earned in 2006, the next highest paid year.
This survey, conducted and compiled by Christianity Today and reported on in the 2014-2015 Compensation Handbook for Church Staff, is based on survey data from more than 3,500 churches, representing over 7,500 staff members. Staff members in 14 different positions, ranging from senior pastors to church secretaries, reported on their total compensation package, including details such as salary, housing allowance/parsonage, retirement, life insurance, health insurance, disability insurance, and continuing education allowances.
The survey also unveiled other significant details about senior pastors that include:
The comprehensive results and analysis for this year’s survey are featured in the 2014-2015 Compensation Handbook for Church Staff. The complete analysis includes breakdowns based on church denomination, income budget, size, and geographical setting. To order your copy, visit www.YourChurchResources.comor call 800-222-1840.
Tony Parrish, All-Pro nine year NFL Veteran, talks about what makes former NFL players attractive as employees and how churches can learn to find pastors who will perform at a high level like and NFL player.
What do YOU think?
Facebook is usually looked at as a really great place to work.
But recently, current and former Facebook employees are giving reasons why things are not always as they seem. In fact, working at Facebook may not be a dream come true after all.
As I read through the reasons… these immediately translated in my mind to church staff. I’ve seen some of these personally in churches, and heard horror stories about others. See if you can relate to why your staff (or the staff at the church down the street, if that makes you feel more comfortable) may really NOT like working at the church:
1. There is not a truly functional infrastructure.
So many churches are run by either politics or by the seat of our pants. This does not provide a sense of security or sensibility to our staff.
2. People complain to me just because I’m on staff.
The door is broken. I don’t like the music. Why are the sermons so long? Why is so and so such a freak? When are we going to update the children’s wing?
I don’t know… I’m the small groups pastor.
3. The complete lack of focus on my team.
Most churches are a lot less focused than they let on during Sunday Services. When leadership is not razor sharp in their focus, the staff can smell that instantly.
4. Instructions were not clear, everything was a guessing game, and I was immediately set up to fail.
See #3. I’ve seen this again and again in churches. Again, leadership has to be on their game.
5. The leaders imposing a ‘holier than thou’ attitude.
Yes… in some churches this is true. Just stop it.
6. We’re looking too hard at Google.
Some churches look too hard at the church that’s growing the most in their community (if it’s not them). Concentrate on what God is doing at your house, not the one down the street.
7. The drama.
Is there drama in your church workplace? Is there good communication? Are there divas? Do people suddenly not have a job anymore? Cut the drama. It will kill your employees.
So… hows the work environment at YOUR church?
A few weeks ago, the HR Capitalist posted a blog called “The New Rules of Tattoos in the Marketplace“. This was written for a secular blog, but I wondered what it would be like in the church.
Here are the new rules, according to the HR Capitalist:
1. Single Tattoos are no longer taboo – you have the cross, the barbed wire, a pacrim symbol for something, whatever.
2. We only assign max creativity to people with large portions of their upper torso covered.
3. No tattoos is starting to come back in style as “interesting” within some segments of the population.
4. Some single tattoos are seen as weak, meaning follower, etc. Seriously.
That caused another HR blog to do a survey, and the results were surprising:
This seems a little more realistic to what I think things would look like in the church.
About 47% say it would be ok. My guess is that’s still pretty high for church standards.
I know that of the people we’ve interviewed in the past two years, I would say that probably half had a tattoo of some type.
And probably about a quarter of our staff (at one time or another over the past couple of years) have some kind of markings.
What about you?
Would YOU hire someone with a tattoo?
Or is it still taboo?
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