Choosing to let them go must be a decision that is thoroughly processed and prayed over.
The nuance that makes this part of management different for ministry is that people’s lives and entire community are usually connected to the church where they serve.
Not only is it their source of employment, but their entire family is a part of the organization. Their friends are here. Their community group or serving teams are here. Their kid’s friends are here. The church is our community, and when someone is no longer a fit as an employee, it has ramifications beyond just where they spend their time M-F from 9-5. A pink slip feels more like divorce papers.
This is why churches are so bad at letting people go. It’s painful. We’re a community and a family, and we’d rather sweep our dysfunction under the carpet than work through it.
That’s why the first part of the axiom is so important. Hire slow!
When you interview and hire with this whole perspective in mind, you will feel the weight of your hiring decisions with greater intensity. You’ll be more patient in the process, and you’ll find yourself praying more sincerely for God’s discernment and direction.
I believe staffing is one of the greatest stewardship responsibilities we have as a leader. Steward it well!
