A wise friend with decades of HR experience once told me, “We’re all either coming or going.” Meaning, either we are moving deeper and deeper into the core of the organization (adding more and more value, growing, leading, etc.) or we’re drifting further and further away, which eventually means we will leave for another opportunity.
Are your best people on the way “in”
or on the way “out”?
We all know that finding the right person for your church staff, or team is no easy challenge. The search and hiring process can be long and grueling. So once you find the “just right” person how do you keep them happily on the team? You want the best people to stay, not stray.
Here are 5 key components to keeping the best:
Relate
Most of us can remember what it was like to be the new person on the team, at the church and in the community. You’re excited about the opportunities ahead but the roots and relationships you left behind are strong and they tug at your heart from a distance.
If you have church staff who are relatively young or have moved far from family and friends, go out of your way to encourage returning to those treasured relationships whenever possible. Consider paying for travel expenses or donating miles, so staff can attend family events like weddings, funerals, etc.
It’s important to encourage staff to put down new roots and build new friendships as well. It often takes two to three years in a new place before it starts to really feel like home. Relationships need time and investment to move from mere surface acquaintances. Consider giving new employees gift cards so they can take other couples in the church out to dinner to begin making connections and building friendships beyond the brief interactions of Sunday morning.
Don’t underestimate the power of relationships!
Request
There’s a rare opportunity given to the savvy leader in the first 365 days of a team member’s tenure. It’s the two-word treasure – “fresh perspective!” Your newest staff members are seeing church culture, programming, and day-to-day operations with fresh eyes. Digging into that gold mine yields two amazing gems: First, as a leader you can glean perspective and insights from unbiased team members who aren't yet “store blind." Ask their opinion. Value their insights. Request their feedback regularly. Treat their take on things like the valuable commodity it is. Secondly, asking the new person’s opinion and perspective communicates that you value them highly. Asking all kinds of questions of staff on the team will help you improve in areas that you’ve long since become blind to...And it will make them feel valued and part of the team!
Release
When a new person is added to the team, it’s because we believe they can make a positive contribution. We want them to begin adding value from day one. A year from now, we want the church or organization to be dramatically better, because the new person is part of the mix. Too often we hold the new talent back, when in most cases we should release them to begin making a difference. Communication along the way is essential. Every situation, team, and church are different, but keep this in mind: the more capable someone is, the more frustrated they will become if they are held back from making an impact! Give them permission, authority and resources to get things done. Release that gifted team member and watch them soar!
Relinquish
Leaders operate like owners. Leaders put their heart and soul into bouncing forward in growth, expansion and outreach. Leaders bounce back after challenges and hard times. As leaders we may be the most invested on the team, but that doesn’t mean we’re the only one who’s invested. When you have A+ winners on your team, they will want to invest like an owner. If you want to keep the best people, you’ll need to relinquish some ownership. Give your A-players responsibility over major initiatives, or important areas within the organization. Share information, give them insight on your perspective and invite them into the decision making process with you. In short, give them a piece of the pie. Relinquish some ownership.
Recognize
While we don’t do what we do for recognition, we all appreciate being appreciated. If you want to keep the best people, take time to give them genuine and specific encouragement and feedback. Gifts, bonuses and extra time off, are all great ways to recognize wins and milestones. Sometimes the most valuable recognition can come in the most simple forms. A well-spoken word, a hand-written note, or sharing with your staff member’s spouse about the great job their husband or wife is doing, can be the type of recognition they remember for years to come.
Don’t Assume They’ll Stay Forever
Having an amazingly skilled person on the team can be exciting and gratifying. Once they are onboard, it’s easy to let down your guard. But just because they are part of the team now, doesn't mean they always will be. Intentionally retain the best people by encouraging the deepening of relationship roots, asking their opinion and gleaning from their fresh perspective, giving them permission to make changes and improvements, allowing your
A-players to take ownership in the mission of your church or organization, and by always recognizing their achievements in meaningful ways. They want to make a significant contribution — let them!
Proactively work to keep your best talent
or prepare to miss them when they're gone.
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