6 Critical Steps in the Difficult Decision to Move a Staff Member

It’s one of the toughest parts of church leadership. You feel like a staff member is not a good fit. Or the elders or personnel committee feel the same about the pastor. You are confronted with the reality that you might need to ask that person to step down.

What’s next? Many churches, unfortunately, believe you should never ask a person to leave unless it’s a moral failure. “It’s just not the Christian thing to do,” they might say. But good stewardship requires leaders to ask what is best for the entire church. In reality, such a move is often best for the person affected.

I have seen these situations handled poorly. One pastor let a staff member go after telling the staff member that he, the pastor, and his wife had prayed about the decision. Really? The pastor’s wife was a part of the decision? In another church the personnel committee let a pastor go without any due process. The first time they let him know there was a serious issue was the night they fired him.

But other church leaders have handled these situations with wisdom, grace, and compassion. I have learned much from these leaders. Here are six critical steps they taught me.

  1. They prayed about it fervently. They did not act impulsively. They sought God and His wisdom.
  2. They made certain the “bad fit” was real. Sometimes the issues are not what they appear to be on the surface. There may be some other person or persons who are the real problems.
  3. They sought input from others. They really listened to wise counsel. They sought others who would really be objective.
  4. They went through due process. Such processes are not identical from context to context. But the person who is being moved from his or her position should not be surprised. There should have been discussions and opportunities for improvement.
  5. They showed compassion. In some cases they gave them time to find another position. In other cases they found a better fit at their present church. They did everything they could to help the person rather than hurt them.
  6. They tried to anticipate unintended consequences. What if the person has not found a position after the time you have given him or her? What if they fight your decision? What if a large number in the congregation vocally oppose the decision? Anticipating these and other possibilities is a part of the process of dealing with this difficult decision.

I know many of you readers have been on both sides of these situations. Let me hear from you. We really do need to learn from you.

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ABOUT THE AUTHOR

Thom Rainer

Thom Rainer

Thom S. Rainer is the founder and CEO of Church Answers, an online community and resource for church leaders. Prior to founding Church Answers, Rainer served as president and CEO of LifeWay Christian Resources. Before coming to LifeWay, he served at The Southern Baptist Theological Seminary for twelve years where he was the founding dean of the Billy Graham School of Missions and Evangelism. He is a 1977 graduate of the University of Alabama and earned his Master of Divinity and Ph.D. degrees from The Southern Baptist Theological Seminary.

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comment_post_ID); ?> Thank you for this information. I'm going to use this article to improve my work with the Lord.
 
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comment_post_ID); ?> Thank you Ed for sharing your insights into the Church Growth Movement. I have my reservations with Church Growth models because it has done more damage than good in the Body of Christ. Over the years, western churches are more focused on results, formulas and processes with little or no emphasis on membership and church discipline. Pastors and vocational leaders are burnt out because they're overworked. I do believe that the Church Growth model is a catalyst to two destructive groups: The New Apostolic Reformation and the Emerging Church. Both groups overlap and have a very loose definition. They're both focus on contemporary worship, expansion of church brand (franchising), and mobilizing volunteering members as 'leaders' to grow their ministry. Little focus on biblical study, apologetics and genuine missional work with no agenda besides preaching of the gospel.
 
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comment_post_ID); ?> Thank you for sharing such a good article. It is a great lesson I learned from this article. I am one of the leaders in Emmanuel united church of Ethiopia (A denomination with more-than 780 local churches through out the country). I am preparing a presentation on succession planning for local church leaders. It will help me for preparation If you send me more resources and recommend me books to read on the topic. I hope we may collaborate in advancing leadership capacity of our church. God Bless You and Your Ministry.
 
— Argaw Alemu
 

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