Navigating Staff Transition
How we handle transition within our team says something about our leadership and the health of our organization.
Staff transition can take place for many reasons. There may be a health issue. Maybe they have acquired new experience, developed their gifts and are ready for a different position. Or perhaps that team member needs to transition for under producing and simply not meeting expectations.
Years ago, we had a staff member join our team. He faithfully served for 15 years. The time came when both of us recognized he was ready for a lead position. Through long and thoughtful conversations, both of us embraced the change and formulated a plan. Regardless of the reason for a transition, the leader’s perspective and attitude is important. A negative perspective can fuel feelings of betrayal, anger, and resentment. A positive perspective allows the leader to see the change as a new season with new opportunities. Here are some suggestions for healthy transition.
Don’t panic - As I said earlier, transition happens, so this is not the time to panic and make hasty decisions. Stay calm and meditate on the situation for a day or two. Consider calling another leader or a friend you trust for advice. How you respond to the situation will make a difference.
Celebrate the individual - Take time to acknowledge this persons’ contribution to the organization. Even if the staff member wasn’t as productive as you hoped, find some positive qualities, and celebrate them with the individual and with the church.
Be reasonable and considerate with a severance package - If Jesus told us to bless our enemies, shouldn’t we be willing to bless someone leaving our team? Of course, this might not be possible if there was betrayal or character issues. But if you can, take the high road and bless them!
Conduct an exit interview - These interviews allow the soon-to-be ex-employee the opportunity to speak honestly about their feelings. This feedback can be used in a positive way to improve the leader, the workplace environment, and the organization.
If possible, stay relationally connected - Happily, that first staff member and I have remained close. In fact, I stay in contact with most of those who have left our team over the years. This is easy to do if the leader and staff member have built a healthy relationship while serving on the same team. When that is the case, they will feel comfortable enough to reach out to you for advice or encouragement, and you can feel free to call and check in on them from time to time.
Searching for a replacement - At times, this task can feel challenging and all consuming. The leader must carefully evaluate the position.
What are you looking for?
What is the potential?
How can this department contribute to fulfilling the overall vision of the church?
Churches who are strong in mentoring and leadership development may already have a temporary or permanent replacement to draw from within the church. Adding to the staff in this way can be especially beneficial because the candidate already knows the church culture and is a part of your DNA. However, hiring from the outside can also have its benefits, and should be considered. If you need assistance in staff replacement, let us help you!