Letting Church Staff Go
One of the most painful aspects of the post-pandemic church has been its numerical contraction. Attendance is down across the board. And with that, giving is down across the board.
While many churches can respond to this by trimming out any excess fat in the budget, tightening their financial belts, and kicking the can of major capital expenses down the road, there might well come the time when the staff must be reduced.
Letting staff members go is always hard. Especially in churches and nonprofits where employees tend to work with their hearts as much as their heads and hands.
Letting staff members go is always hard. Especially in churches and nonprofits where employees tend to work with their hearts as much as their heads and hands.
It’s gut-wrenching to both the employer and the employee. This is why employers/senior pastors might want to consider a few tips that I came across.
1. Let people go from a position of strength.
I know it sounds counter-intuitive but it’s best to let people go before you absolutely have to.
If the church is financially hurting and staff has to be cut, don’t wait until the church is on its last dollar to hand out pink slips. Let people go while there is money in the bank.
In a recent article about layoffs at the gaming giant Zynga, CEO Mark Pincus explains why he is letting 18% of the workforce go while the company is still profitable.
“Because we’re making these moves proactively and from a position of financial strength, we can take care of laid-off employees. We’re offering generous severance packages that reflect our appreciation for all of their work and we hope this will provide a foundation as they pursue their next professional steps.”
A fair rule of thumb for severance is to give a person one week’s pay for every year of employment. If that is not possible, then at least give them one month’s salary.
It may seem more explainable to wait and let people go once the “coffers are dry”, but in doing so you have taken their job and their financial safety net as they search for new employment.
2. Let people have as much notice as possible
Once a lay-off is deemed necessary a pastor/employer may want to get it over quickly. However, keep in mind that no matter how much staff contraction is expected, it will still come as a shock-to-the-system for even the most prepared employee.
Never terminate church employees via email or letter. Meet face to face with the staff member to discuss the situation and why the termination is necessary. Be prepared to answer questions armed with specific facts that led to this decision
It is best to give a person time to process their emotions while still employed. That way they can ask follow-up questions and try to make sense of their options while still in familiar surroundings.
An employee should never face a surprise termination unless their ethical/moral behavior requires immediate dismissal.
Even if a person is being fired for poor performance, give them ample notice with an explanation.
If you can, give employees who are going to be let go 30 days’ notice. That way they can already begin looking for future employment with a bit of cushion and you can partner with them during their last month to allow them to leave on a good note.
3. Let people keep their dignity.
Being let go hurts. There is no reason to add insult to injury.
Offer respect and do not patronize. Affirm what they brought to the organization professionally as well as what they contributed personally.
Being let go hurts. Let people keep their dignity. Offer respect and do not patronize.
Give them a reference letter in which you highlight their work/leadership qualities and explain the “factors beyond their control” that required them to be let go.
If possible, check-in with them within a couple of days after their last day. You might want to also call former employees a week or two later just to let them know that you are thinking of them and praying for them.
When releasing a staff member, let them know how much you still value them as a church member. They may not wish to continue attending, but you can at least make sure they know that they are more than welcome.
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