It’s a bad day . . . .
It’s a sad day, but Pastor Chuck has said, “You’re fired,” to his music minister. It was done with more tactful words, but it meant the same thing. He’s been on Chuck’s staff for almost 3 years, but the music program isn’t up to Chuck’s standards.
Chuck’s been a pastor for 25 years and at his current church for five years, now.
Stan is a young music minister. He received his music degree just months before Chuck’s previous music minister resigned to move to a church out of state.
Chuck wasn’t especially disappointed to see him go. Now he could get someone he could mold to his way of ministry and the church would surely begin to grow at an exciting pace.
When Staff Doesn’t Meet Expectations
Now, two years later, it has become obvious to Chuck that Stan hasn’t got a clue about how to plan and pull off an exciting worship service.
Stan “has” to go. “You’re fired!“
Considerations For Drastic Actions
Will that really be the best thing . . .
. . . for Stan?
. . . for Chuck?
. . . for the church?
What Chuck hasn’t considered is the feelings of the the worship team, choir and congregation toward Stan.
He’s actually a very well-liked minister.
Stan visits hospitals, contacts guests to invite them to participate in his music program, and listens to the people of the church when they make comments about the meaningful aspects of their worship experiences.
A Healthy & Wise Course of Action
Before releasing Stan from his position at the church, Chuck would be wise to take a few preliminary steps:
- Have a committee, existing or formed for this issue, meet to work with Chuck in evaluating the situation, Stan, and the needs of the church.
- Sit with Stan and explain his expectations for the position he wants Stan to fill.
- Establish a probationary time for Stan to prove his ability to invest as Chuck expects.
- Develop an evaluation tool to add as much objectivity as possible to the process to protect Chuck and Stan from making rash decisions or making unfair decisions.
- With the committee’s assistance, evaluate Stan’s ministry and help Chuck to make prudent decisions with patience and wisdom.
Avoid wasted time and money in playing musical staff ministers:
- Beginning again with a new person.
- Possible expenses to the church of relocating a new staff person.
- Not knowing what to expect with a new person when there is a possibility of developing a much better relationship with a known minister who has some very positive qualities.
- The senior pastor growing from the experience of reclaiming a staff member, as well as investing in the ministry of a younger man called of God.
What’s the best way to minister to staff? Consider how God wants you to best serve Him with those He’s called to serve, just as he did you.
What a wonderful way to serve God and minister to a younger fellow servant as well as the congregation when the words, “You’re fired!” can be avoided.
For more information, check out Dr. Ken Newberger’s suggestions.
– An excellent resource for approaching ineffective staff members and avoiding
Give me a call if you’d like to discuss this or other possible situations that could be problematic for you or your congregation.
Or maybe you need someone to talk to . . . about life and how to cope.