Recently I sat down at a table with some youth ministers after an event when someone mentioned that they were celebrating three years in ministry. We all erupted into applause, and then it occurred to me of the ten of us at the table she had the fourth longest tenure. I then began to think about the large number of vacancies we have in our diocese from youth ministers leaving after only a year or two.
The turnover of youth ministers in our diocese is a problem, and I know we are not alone. When a youth minister leaves it not only stinks for more than teenagers.
While we want to point blame at a person for not sticking around or for them not having a leader worth following, I think we have to address a few systematic issues first like:
The idea of influencing teens and having an impact on them is attractive. While the work is hard, what can make it impossible is when the staff that works alongside you drains the joy you should be feeling. I’m not excusing youth ministers from being a part of the problem, but when a staff culture is unhealthy, it makes doing active ministry extremely difficult. In a dysfunctional culture, you have:
If that doesn’t change your parish won’t get anywhere. The first change needs to start with praying together, and the next step is having someone from the outside come in and work with your staff to create a healthy culture. For something like this, I recommend my friends at the Parish Success Group. They provide resources for parish leaders to develop a culture of vibrancy and growth. Check them out HERE
I know I don’t share a whole lot of emotion on this blog, but I’m tired of people telling me how important reaching the next generation is for the church, now it’s time to show me what type of investment you are willing to make. I know money isn’t everything, but it is significant because if you continue to run a comprehensive ministry on a shoestring budget, you’ll burn out everyone involved.
Budgets are tight, but it should be a goal where your youth minister (Or any of your staff) doesn’t have to worry about paying the bills, running fundraisers or settling for sub-par resources. When a youth minister has to stress about money, then they aren’t focused on ministering to young people.
Remove that burden by doing a little research on what it would cost to run the youth ministry you’ve always wanted. Can your staff afford to live in the community in which they serve? Are they given a budget that allows them to grow disciples? If you don’t know where the money will come from, have a discussion with your parish council, discuss it with your parishioners, and have a real conversation.
I know it’s not that simple, but if you want to keep your staff around, you need to remove any worries. Money is a big concern because if a youth minister cannot support themselves, then they won’t be able to serve in the church for long.
One of the best ways to invest in your staff is by helping them find a mentor. You need someone who is sharpening their spiritual life and another person who is helping them think outside of the box. A mentor will not only be a benefit to their leadership but can alleviate some of the burdens you feel as a manager.
If you cannot find or afford a mentor, then look at the people in your parish. Some men and women have life and work experience who can sit down with your employee, listen, and guide them. If you are not sure where to find these people start with the parish council. If someone is pouring into your employees, then they’ll have the ability to pour into others.
While not every youth minister is qualified to sit at your strategic leadership table, you should make sure they have a place to share their voice. Your youth ministers and directors of religious education are the front lines of next-generation ministry. They are growing disciples and inspiring current members to move the church forward.
Include your employees in the big picture by asking them about their dreams and goals for their ministries. Get to know what they hope for and what they would do if given the reigns to lead. What you hear might challenge and even inspire you to make bold moves. You won’t have to take every suggestion but allowing them to speak into the vision communicates that their opinion matters.
If you want to reduce the amount of turnover in youth ministry, it’s time to invest in the programs and people who oversee them. If you still don’t know where to start when it comes to building a healthy ministry set up a free consultation with us today or check out our services for more information.
What would you add to the conversation? How do you think we could reduce turnover in local church positions?