Despite what the clickbait says in your social content feed, I just don’t know how you’ll ever stop The Big Quit during the Great Resignation on a local church staff. In fact, experts believe it’s a much longer trend than just the result of a pandemic.
Couple this with changing views of work and employers, I would believe there are three things every church, no matter their size, has to start doing to address this current wave, and actually build an eco-system that produces teammates for the future.
LAUNCH RESIDENCY. You must start this. By starting this I mean, put a landing page up, call it something and act like you are going to do this in the next 12 months even if that seems crazy. The good news is that GenZ will fix many of the issues my generation has handed them.
Get a one-pager on launching residency HERE.
THINK LIKE A RECRUITER. You must always be recruiting whether you are hiring or not. Build a list of people who are thinking about joining your team someday. Serve them well. I continue to hear that potential candidates don’t even hear back from churches. I don’t know the church for this, it’s just a small business thing, BUT with some forethought, you can actually endear them to you and help them down the road!
Click HERE to read more about how to think like a recruiter.
ADJUST WAGES. Adjust what you pay your team. Don’t compare yourself against other churches (they don’t pay enough why do we continue to do this?) don’t compare yourself against your local school system (they have many of the same staffing issues a local church does) you just have to pay more.