Need To Improve Staff Culture At Your Parish?

“No one understands what I’m trying to do.” I could sense the frustration in her voice. I was talking to a youth minister who felt like her pastor and coworkers weren’t behind her despite all the positive feedback she had received from parents and teens. I told her that she wasn’t alone and that many of us think:

I’m working my tail off and no one really cares. I’m just going to do this on my own.

The problem with that lie is that it can create a silo that will drain your enthusiasm and sabotage any efforts of growing a dynamic ministry. Whether you are looking for compassion, solidarity or just a little compliment then you are going to have to change the culture. To do that:

Arrange your schedule to match up with your coworkers

When coworkers work in isolation it enables for a variety of cultures to form. These cultures can be highly dysfunctional because there is a lack of communication. Without communication, people start to make assumptions and that will erode trust.

One of the best ways to boost communication is to find times where you can work with your coworkers. That doesn’t mean working on a specific project together but making sure you are present when they are present.

Try to grab lunch or a cup of coffee with them. Leave your office door open and invite them in for a brief check-in. If they have their office door open swing by and simply ask, “What are you working on?”

If you show your coworkers that you are presents and accessible it’ll not only increase communication but opportunities to collaborate and trust.

Try to learn something new about them each week

One of the reasons church coworkers are at odds with one another is due to a lack of compassion. If you know your coworkers on a personal level it becomes easier to root for their success.

Make it a goal of yours to learn something new about them each week. This could come from simple casual questions like:

• How was your weekend?
• What are you working on today?
• Break the ice and then build towards questions like:
• What are you learning these days?
• What do you find to be the biggest challenge your ministry faces these days?

And then over time, you can start asking more questions where you learn about their story, childhood and family dynamics. You don’t have to become friends with them, but you should get to know them as someone more than just a coworker.

Address conflict immediately

Conflict is a part of any healthy and unhealthy organization. What makes it healthy or unhealthy is determined by how you address it. One of the best approaches is to handle it before it explodes into something unmanageable.

Instead of resorting to resentment or gossip go to the person with the issue and share with them how you are feeling and what you are perceiving. Try to avoid accusatory language because you don’t want them to feel defensive.

A healthy church team is one that is willing to lean into the tension and address the issues together. Even if you do not agree everyone is clear on where one another stands.

Pray for them and with them

A team that prays together is going to be stronger. In your personal time lift up co-workers in your prayers. If you have it built into your schedule invite people to join you in prayer.

If you discover a retreat or resource to grow spiritually share it with your team. By inviting God into your working relationships you remind each other why it is you are working in the church.

You might be amazing at what you do, but you cannot grow disciples on your own. While the people you work with are a little weird or strange they are God’s children. They got into ministry because they want to make a difference and you can help them by leading the charge on creating a healthy culture.

What are you doing to make your office culture healthier?

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