Communicating Church Staff Resignations

 It is always exciting when a new hire is added to the team.

But when their season ends, it can be a time of mixed emotion.

We get attached to coworkers and hate to see them go. However, seasons come and seasons go and occasionally God moves people around. We need to celebrate when that happens.

Announcing church staff resignations can be a tricky thing – depending on the circumstances that lead to the employee’s departure.

Whether the employee resigned for another opportunity or the rare occasion when there was a need to terminate an employee, there is a communication that needs to happen.

Church members support the church mission, through their tithes and offerings.

Consequently, this important group has a vested interest in the decisions that a church makes and likes to be aware of things that are going on.

We can all remember a time when the rumor mill took over and misinformation was spread.

This often happens when information is not shared and people surmise based on the limited information available to them.

The good news is people who are involved in a church, enjoy talking about ministry happenings and, when given information, can be a great advocate for the church.

Organizations are deliberate and proactive with communication so they are able to control the rumor mill, miscommunication, and misinformation.

Churches employ all different levels of employees and some have a higher profile than others.

The more responsibility an employee has, the more important it is to have a strategy for communicating a change in leadership.

The circumstances that lead to the departure of an employee is another consideration.

So when is it appropriate to make a church-wide communication?

Leadership within a church affects how the ministry operates and warrants sharing information about changes with the congregation.

Since church leaders interact with volunteers and members, it is always good to announce when a leader is departing and to introduce the new leadership with specifics about job responsibilities.

This step helps to orient the new person but also gives the congregation a chance to interact and ask questions.

A communication of this type may not be as important for employees that help with custodial or office duties. But more important for those in a leadership role that interacts with church members and volunteers.

To determine what needs to be communicated, ask the question:

How much interaction and influence does this person have with church members and volunteers?

If the influence is significant then there should be a formal communication.

What that communication looks like can vary depending on the culture of the church and the person’s level of influence.

If the church is acclimated to technology, an email blast or text may be appropriate.  If not, a letter sent to the home may be appropriate.

Sometimes a pulpit announcement is in order, it just depends on the culture and organizational norm.

Most organizations don’t communicate enough. However, when it comes to church communication, you can never communicate too much.

The trick is to answer the questions before it is asked. This simple step helps establish credibility with members, volunteers, and employees.

What process does your church have for communicating a leadership change?