Tag: Employment

5 Tips for Conducting a Review

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How do you feel about reviews? You may have read the title to this post and thought, “I’ve never had a review before!” Or perhaps your thoughts were more along the lines of, “Reviews suck, and I am always blindsided by them.” Or maybe you thought, “I’ve never given a review before and it’s never been modeled for me.”

Reviews, well, they get mixed reviews (pun intended). Some people love them and others hate them. For some it fills them with dread and for others they long to finally have one. The reality is that reviews in and of themselves are neutral. It’s what we do with them that allow them to be positive or negative, both in how they are executed and in how they are received.

Today’s post is all about helping you think through how to give a productive review to your team member(s). And even if you don’t have a paid staff, you can use these insights to help you proactively walk with, encourage, shape, and disciple your volunteers and even your student leaders.

1. Reviews should never be a surprise nor should the content.

I don’t know how your reviews have gone but I’ve sat in several where something is shared that completely caught me off guard. Sometimes it was positive and sometimes it was negative. But when those moments happen it can often feel surprising, isolating, debilitating, and even make us doubt our calling and career.

Whatever you share should be things, goals, challenges, and feedback of which your teammate is already aware. Reviews aren’t an opportunity to dump some new critique or rebuke but instead an opportunity to facilitate growth, empower your people, highlight achievements, and help them develop their skills and ministry.

2. Review the year and set goals.

Another aspect of giving a review is doing exactly what it says: reviewing the past year or set time frame. When you take time to look back and review the year you can focus in on victories and celebratory moments, and you can highlight areas where growth is needed. It also allows you to think and dream about what the next year will hold, which gives you the structure for setting and implementing goals. Goals are a great way to provide focus, intentionality, and mission to the review and to help your teammate grow and excel in their position.

3. Allow the review to be relational.

I have sat in too many reviews that have felt clinical. It’s felt one sided and as if the reviewer didn’t even know me as an individual or ministry partner. That isn’t how a review should be. Yes, there are aspects of you being the supervisor and the person being reviewed an employee, but that shouldn’t remove the intentional relational component.

You should be a shepherd in your entire role and that includes when you review people. You should still seek to love and care for them, to understand and hear them, and to be for them. When you approach the review from a relational perspective you have helped both sides to flourish.

4. Communicate care and growth.

Part of giving a review is being honest: honest in what they have done well and honest in helping them to see growth areas. This isn’t always easy and it can feel kind of crappy at times, but if you truly care about your teammate you want to help them flourish and grow. So even as you identify growth areas, do it from a position of love and care. Don’t be accusatory or aggressive, instead highlight what you have seen, how you care for them, and a path to flourishing.

5. Pray for them.

This is a big piece that I’ve been incorporating into my reviews over recent years. When a review is relational and personal, seek to care for your teammate in a holistic way. Ask how they are doing, what has gone well for them over the past year in ministry and personally, ask what has been difficult, seek to understand how you can shepherd them better, and then ask how you can pray for them. Inviting them into the process and showing that you love and care about them makes this review much more relational and allows you to truly care for your people.

What to Look For In a Teammate

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You just get told you can hire an additional person to your team! Once the excitement wears off, you now realize you need to find the right person for the position. But what makes someone the right person? Is it their relational ability, their skill at teaching, their energy level, their youth, the ability to connect with students?

I get it. I’ve had the ability to hire people at various times in my career, but what are the qualities, skills, and personalities that we should be looking for? What are the non-negotiables? How do we do our best to hire the right person? Today, I want to share some ideas to hopefully help you hire the best teammate for your ministry.

Find someone with a heart for students.

One of the things I always look for is someone who has a heart and passion for reaching and engaging with students. You cannot teach heart or passion, and it’s important to highlight that this is more than just a job or paycheck. Be willing to ask questions that focus on the reasons for serving with students when looking for a teammate. Questions like, why do you want to work with students, what excites you about with working with students, why do you care about students, and why is student ministry important? These will help you to discern the heart of the person you are interviewing.

Find someone who compliments your skills and vision.

When you are hiring a teammate you want to have someone who is not only onboard with the ministry but who brings their own skills and abilities to the table. Their skill set, while it can be similar to yours–like being a qualified teacher or someone who connects well with students–should be different because having someone who brings new and unique skills can be of immense benefit.

I’m not good at building graphics or even trying to be creative in that way, but my teammate is. She knows how to utilize resources like Canva in creative ways to reach students and thinks through how to make our training sessions not just educational but also invitational and warm. A teammate who compliments you will make you a better team leader and minister, and it will also help your ministry to flourish as it will allow you to reach a greater swath of students.

Don’t let stereotypical skill sets keep you from hiring.

You can teach skills but you can’t teach heart or passion, which we unpacked above. I am not saying that you should hire someone with no understanding of what they are doing, but instead to be flexible on certain aspects of the job. You may have someone who checks all the boxes but isn’t good at running games. That is something you can teach. Perhaps the person you want to hire isn’t good at using PowerPoint or ProPresenter, that’s something you can train them in. Don’t be afraid to think outside the stereotypical “youth person” box.

Look for someone who will challenge you.

Notice what I didn’t say there; I didn’t say look for someone who will be a challenge for you. I’m not asserting that you hire a difficult person, but instead encouraging you to find someone who will help you grow and mature as a leader. You shouldn’t be looking for a yes-man, but instead for someone who brings new and exciting ideas to the table and helps you to grow as a leader and minister.

Find someone who is a team player and willing to contribute.

Having a teammate who can work well on a team and who has a good work ethic will help your ministry to grow and develop. When they want to serve and don’t simply see their position as a job, your ministry and team will be the better for it. Part of this also means that they have the freedom and permission to bring new ideas and programmatic features to the ministry without having to fear that everything they offer will be shut down. This allows for growth and development holistically across the board in your department and ministry.

Look for someone who is willing to grow and go further than expected.

You’re not hiring a warm body or a babysitter; you’re hiring a co-minister to your students and as such that person should be willing to grow and take initiative. Finding someone who isn’t complacent and is willing to go the extra mile will help your ministry flourish because they will intentionally look to benefit everyone involved. When you have someone who wants to grow, you’re not only helping the ministry to flourish, you can help your teammate to develop as well. You are valuing them and helping to set them up for success.

Is it Wrong to Seek Advancement?

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When was the last time you thought about advancement in your position? Do you have any idea what that might look like? Does your church have a policy or program in place to help you advance and grow in your position?

How did those questions make you feel? I think that when many people enter into ministry they don’t often think about advancement. Sure, there might be the thought that advancement is “becoming the senior pastor,” but I would assert this is a false sense of advancement because not everyone is called to be a senior pastor.

Many people are called to be pastors but in a variety of roles because that is how God designed and gifted them. But if that is true, shouldn’t there be an opportunity to grow and advance in those positions? The answer is and should be “yes,” whether or not that is seen and understood by your superiors.

Before we even get to what your supervisors may think and desire for you, we must begin by looking internally to ascertain if this is the appropriate and needed advancement for ourselves. In order to help determine if you are correctly looking for advancement, it is helpful to ask the following questions.

Ask: Why?

There are a lot of “why” questions we could pose here. Why do I want this? Why am I not advancing? Why is advancement a good thing? Why should I want to advance? Asking “why” is all about authenticity. Are you being honest with yourself and with your employers? Was it your intent when you got hired to move forward? What does that even mean for you…what about for your church?

When we are thinking about advancement, the “why” question should force us to look inward. There are great reasons to move toward advancement, but there can also be selfish reasons that guide our desires. So by asking why, you are forcing yourself to think critically about your reasoning and desires.

Ask: What is my goal?

Often when we think about advancement we are thinking about position, title, and financial status. While none of these are inherently wrong, we should be aware of our true heart motivation for desiring advancement. I’ve worked in ministry circles long enough to watch people treat various ministries like stepping stones to get to the desired position of senior pastor. We can debate for days on why this is, the way churches are structured, how ministry schools train you to think, and the way churches elevate that position over others, but that would be missing the point.

The point is sometimes we value aspects of advancement that shouldn’t be our focus or desire. In ministry, we are called to shepherd and disciple those whom God has entrusted to our care, and to simply look for advancement without consideration of our true calling wouldn’t be honoring of that calling. I am not saying you shouldn’t think about yourself, your family, or your financial status, but we should be discerning our true goal. As we do this, it helps us think critically about how we minister and care for our people and it should also shape the authenticity we show to our church.

Ask: Whose desire is this?

Is it God’s desire or your own? You may have a desire or reason to seek advancement that is completely appropriate. You may need to advance to better support your family or pay off your debt. Those are valid and important reasons. However, there are times our desires aren’t centered properly, and that means we need to wisely discern whose desire we are following.

A metric we need to remember is that while our desires may not be wrong or improper, they aren’t ultimate. If you’re just getting an education to “move up” in your career, you aren’t necessarily listening to what God is saying, nor are you paying attention to the people you have been called to shepherd. Often our desires and God’s can go hand-in-hand, but there will be times that they don’t. A great way to help you discern this would be to bring an honest, trusted friend and mentor into the conversation to help you see whose desire you are following. Allow them to speak truth and help guide you in this process.

Ask: What does advancement mean for me?

Acknowledging what advancement looks like for you is important because it allows you to assess where you want to be and how you’re going to get there. It also gives you a starting point for conversations with your church and ministry. They may see advancement in terms of helping you grow in knowledge and education, but you may define it by title, position, or pay scale. Being able to define what advancement looks like gives you the ability to clearly and concisely communicate it. When you communicate what you see advancement as, it allows you to compare your perspective to that of your church and to see if they are in alignment.

At the end of the day, advancement isn’t wrong, but it is important to discern why we are seeking it, and how we are going about obtaining it. Growing and advancing in a career field is important, but it shouldn’t come at the cost of people. That goes for congregants and for you and your family. You should never see a ministry or church as a stepping stone or a means to an end, and likewise you shouldn’t just stay in a position if it is causing hurt and pain to you and your family. Discernment and wisdom from God and trusted mentors should always be a metric you seek out in this part of your career, and you should always be checking your heart.

My advice: always be a learner, always seek to grow, be honest about your desires and where your heart is, and always remember the calling God has given to you. Advancement isn’t wrong, but how we go about obtaining it is key.

Why Staff Reviews are Important

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What comes to mind when you hear the words “staff review”? I know I tend to cringe a little and start thinking about my review and if I have met the expectations of my job. I am my own worst critic and tend to hold myself to higher standards than are expected.

But what if you have staff reporting to you? What comes to your mind when you think of conducting staff reviews? Do you have a methodology? Does your staff know how reviews are conducted? How often are they done?

Reviews tend to get a bad rap as many of us have either experienced an unhealthy or unhelpful review and many others have potentially never had a review. And it seems that this is only compounded within church circles. Many friends of mine have said that their reviews are not helpful or have caught them off guard. They haven’t been guided in how to give reviews, or reviews have never happened.

In this post my intent is twofold: to help you understand how reviews are helpful and beneficial for you, and how to conduct reviews for those who report to you. Reviews don’t need to be scary, uneasy, or difficult to conduct. They should be beneficial, encouraging and shaping, and strengthening for all involved.

Be honest.

Whether you are conducting the review or receiving one, honesty is paramount. If you disagree with something that is said, share it. If you’re providing feedback, be clear and transparent. These moments don’t need to be combative or critical, but by providing honest and clear insight and critiques you and your staff will grow and flourish. When we aren’t honest or beat around the bush, it causes a lack of clarity and leads to tensions, frustrations, and unmet expectations.

Have clear expectations.

Expectations are a must for anyone conducting or receiving a review. Clearly articulating what is expected and needed from the person receiving the review allows them to know how to best perform and excel at their job and in its functions. When the person receives those expectations, they know how to grow and mature in their role and they clearly know what their next review will focus on. If you are the one administering the review this allows you to lead well and hold your team accountable for the expectations you have set. This also helps there to be clarity and no unmet expectations for the reviewer or the reviewed.

Set up a timeline for reviews.

When it comes to holding reviews for your team, communicate your rhythm for conducting them. A good metric for new staff is to do a 90-day review, a six-month review, and then an annual one. For staff that has been with you for more than a year, conducting annual reviews is a great way to continually walk with your team. However, you may find it better to host six-month reviews because it allows you and your team to focus on or reset expectations. Whatever your rhythm looks like, let me encourage you to honor it and be consistent. Nothing tells a staff member that they don’t matter like not giving them a review. While they can be intimidating, not getting a review devalues someone and takes away their dignity and worth. So be consistent with offering reviews and keeping to your rhythm.

Communicate clearly.

Whether you are receiving a review or conducting the review, be sure to communicate clearly and concisely. A productive review process should allow both parties to be honest and clear with what they are saying, hearing, and acknowledging. Being clear and concise means that everyone is on the same page with what is being shared. It doesn’t mean everyone agrees but it does mean everyone is heard and their words are valued and received.

Highlight strengths and areas for improvement.

A good review highlights both strengths and growth areas. Everyone always has areas in which to grow, and a good review will not only indicate those areas, it will provide opportunities to take action steps and develop those areas. A good reviewer will also be kindly honest about growth areas rather than trying to sugarcoat them or act like everything is perfect. When you highlight the strengths of the person being reviewed, make sure to celebrate the wins and ways in which they used their strengths well.

Listen well.

One of the best things you can do in a review, regardless of whether you are receiving or administering it, is to listen to what is being said. The key to listening well is not to listen for faults or issues, but to listen for what is truly being said. Engaging in active listening helps you to truly understand what is being said as you look for key things and ask follow-up questions to gain clarity. If you are told you need to show up on time, a good response would be to ask if you had not already been doing so or to clarify what on time means for your supervisor as it may look different.

Another aspect of listening well is that it highlights the value and worth of the other person. It shows intentionality, care, and a desire for authentic community which are all hallmarks to a successful ministry.

Ask questions.

A good review allows for both the reviewer and the person being reviewed to ask questions. A reviewer will ask follow up questions, questions to guide reflection and perspective, and questions to clarify that both parties are on the same page. When someone is being reviewed, they should ask questions to clarify what is being shared and also to find ways to improve based on critiques and guidance.

Be relational and show care.

This is a fine line when it comes to a review because you must balance the professional relationship and the personal relationship. There is a professional responsibility for a supervisor to supervise, but due to working in a church environment, we should also care about the individual at a deeper, more relational level. You shouldn’t sacrifice one for the other, but instead seek to balance them well. This means not just indicating areas of improvement but also helping them to grow and walking with them in it. This approach also allows you to speak truth but in a loving and honest way that highlights how you are for the person. This will also help the person receiving the review to feel the permission to speak honestly and directly with their supervisor in an effort to gain clarity and direction.

Pray for them.

I think prayer is something we should incorporate into our daily rhythms and into the review process. When we pour into our team and are relational, we get to know more about them beyond simple job performance or functionality. We get to know them on a personal level which means we have an opportunity to be for them, and a great way to embrace that is through prayer.

Pray for them during the review process, but don’t make it a holier-than-thou type of prayer. Make it authentic and relational. Don’t focus simply on the job, but ask how you can pray for them now and over the next period of time. Doing this will not only help to strengthen relational rapport, it will allow you to embrace the leadership God has given to you as you truly shepherd those He has placed under your care.

6 Key Qualities to Look for When Hiring

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Looking for someone to join your team can be a long process, especially in church culture. Often times there are multiple interviews, phone conversations, and–depending on the position–the applicant will teach in front of a group in order to assess their abilities. This process can be arduous for parties on both sides, but what often gets overlooked are key qualities that we desire for the position.

Sure, we can all assume that the first quality is a relationship with Jesus, and then of course there’s the job description with all of the functions listed out. But I’m talking more about the personal qualities of the candidate verses perhaps a certain skill set. The qualities I have listed below are not all-encompassing, but rather six I focus on and the ones I believe will help me choose the right individual for the position, the ministry, and the church.

1. Heart.

When it comes to hiring there are skill sets we look for, but we also must acknowledge skills can be taught or coached. One thing you can’t teach or coach someone to have is heart. If someone doesn’t have a heart for the ministry position, you can’t train them to have it.

Heart is something that comes from the Holy Spirit instilling a desire to care for and minister to a certain group or area. It is the burden for the Gospel to go forth within a certain context and isn’t something you can teach whoever you’ve hired for the position. Yes, you may be able to help people develop a desire for the ministry or group over time, but you should not have to train someone in this when it comes to a paid ministry position. This is something that the individual should have before they are hired.

2. Passion.

Hiring someone who has a passion and excitement for the ministry is a must. If someone is simply looking for a job and isn’t passionate about what they’ll be doing or the people they’ll care for, the ministry and the people under your leadership will suffer. When you hire someone you need to understand if they are passionate about the position and if they view it as more than a job. They should understand that there is more than just a skill or skills needed for the position, but also a heart and passion for the people.

3. Dedication and commitment.

This is huge when it comes to any type of work but especially when it involves working at a church. Having someone who is not only dedicated and committed to their job duties but also to the church and her mission is huge. It shows that the person is responsible and willing to love and serve the church as they love and serve her people. These qualities highlight a good work ethic of the potential hire and also demonstrate their proactive view of the church and ministry.

4. Strong work ethic.

There are some people who assume that working at a church will be a cushy and lax position. And depending on the position, there may be moments when it’s more laid back and less busy. But the reality is this isn’t the focus of any job, let alone church work. Working in ministry can be faced paced, difficult, and challenging due to a variety of circumstances. Because of that it is necessary to have a good work ethic and strong communication skills in order to appropriately handle the duties of the specific job.

5. Healthy boundaries.

As you prepare to interview a potential teammate, one of the things you should focus on and be attune to is whether they are able to set and keep healthy boundaries. Often applicants will want to impress and will highlight their work ethic and dedication which are important things, but if they cannot find a work/life balance then there will be subsequent issues.

The idol of work in ministry is just that: an idol. The ministry is not dependent upon our time cards or the amount of time we are working for the ministry. If we have an all-or-nothing mentality, what it reveals is an idol within in our hearts that says, “Without me, this ministry will not survive.” That is a savior mentality, and last I checked, there is only one Savior and it isn’t us. That means we should be aware of how the applicant talks about their boundaries and we should be asking questions to make sure they have healthy ones for clarification. It would also be beneficial to let them know that the ministry has boundaries and that you, as a supervisor, will make sure they are honored.

6. Authenticity.

This may sound simple enough, but the reality is there are people who simply interview and present well. What we should be looking for is authenticity within the person as a whole. This includes getting references and following up on them. Not in a “let’s find a fault” type of way, but to make sure you know all you can about the person you may bring onto your team. We want to make sure the person we interview is the same person who will show up to work each day. We want to ensure that in moments of stress this person will still embrace the mission and vision of the ministry and the church. So ask questions about personality types. Find out their love languages. Ask what their communication and work styles are. Seek to understand how they function in difficult circumstances. By doing these things you will begin to get a holistic idea of the individual and their potential fit in the position.

And as a brief aside, I would also recommend doing these things for applicants you know personally (i.e. people within the church, friends, etc.). While it may be easy for us to assert that “we know them,” the reality is you probably haven’t worked with them before in this type of environment. You must do due diligence in hiring someone and that means following up, asking good questions, and contacting references. That way you have a holistic understanding of how they operate within work environments and can truly seek to understand if they will be a good fit for your team.

8 Questions Interviewees Should Ask

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Many churches are hiring as the start of a new school year approaches, and youth workers are getting ready to candidate. For many youth workers there are always obvious questions heading into these interviews: what should I ask the church? Are there certain questions I should ask? Are there questions I shouldn’t bring up?

Today, my desire is to provide you with some questions that I believe every youth worker should ask as they prepare to take on a new role. Not all of these questions are easy nor will they necessarily be comfortable, but asking them will better prepare you in discerning if this is where God is calling you.

1. Why is the position open?

Sometimes in our excitement of being brought in to interview we forget to consider why there is an opening to begin with. It could be that the former person left under amicable terms or moved into a new role. Or the potential exists that the previous person was let go, left on poor terms, or did something wrong. Knowing this gives you insight into the church, its leadership, and the student program, which will better prepare you to serve and minister to them.

2. What are the expectations for this position?

Sometimes the written versus desired expectations of the church are different. Asking this question will help you to discern what is most important to the church, the position, and to the ministry. When you know the unwritten expectations you are able to step back and assess whether or not you can meet them and if you are the right fit for the position.

3. What are the expectations for my spouse?

This is a big question that should always be asked by married interviewees. Some churches believe that in hiring one spouse, the couple comes as a shared package. That isn’t true unless they are paying both of you for your time. Your spouse should be empowered to engage with the church in the ways they are gifted. If it’s student ministry, fantastic. If it’s leading elsewhere, praise God. Regardless, a church should never expect your spouse to work for free regardless of rationale.

4. Are there any sacred cows I need to be aware of?

Churches all value different things at varying degrees of importance. You may come from a background where methodology of communion wasn’t important, but the church you are interviewing at may only do intinction. Imagine the awkwardness that would come about if you lead communion in the “wrong” manner. This can be avoided by simply asking a question and seeking to understand what the church values. Asking this question doesn’t guarantee that you’ll find out all of the things that are valued, but it will give you an inside look to understand and discern what is important to this church body.

5. What does the salary and benefits package look like?

We aren’t always willing to ask this during an interview because it feels presumptuous and a bit prideful. But it is important for you to know what the church is offering to see if it is actually a livable wage and something that will not only provide for you and your family but also afford you the option to save.

6. Are you willing to negotiate?

We don’t often think in this way when it comes to serving in churches because we allow our calling to say we will give more than we are paid. While having a servant’s heart is a great quality, your time, effort, and work ethic are worthy of a proper salary. So be willing to counter an offer and ask for changes to the package. Don’t be greedy, but know that you have value. A great comparison is to research what local teachers make and compare the package you are offered to ones they receive.

7. How do you and how will you measure success for this position?

This is a great question to ask because it prepares you for how you will lead. One church may measure success by the number of attendees while another measures it by baptism and still another by simply maintaining the status quo. When you have this answer not only will you have clarity on where the ministry is desired to go, you will also be able to discern if this is in line with how you view ministry and success within ministry.

8. How many hours a week am I expected to work?

Many churches will offer a salaried position, to which many people default to understanding as a forty hour work week. But for some churches that isn’t the case. I have worked for churches where you are paid for forty hours but they want upwards of sixty hours a week. Be cautious with this mentality. A church should care about you and your family’s overall health, and if you aren’t spending time with them and having adequate downtime, you cannot be an effective leader in ministry. Our priorities should be our relationship with God, our relationship with our spouse, our relationship with our family, and then our relationship with our church and jobs.

What are some questions that you have found helpful to ask in the interview process?

Tips for New Youth Pastors [Part 2]

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Last week we took a look at some general tips for anyone starting a new youth pastor position. However, given that we are currently trying to do ministry during a pandemic this can look very different depending on where you serve. With safe guards in place and new requirements coming up frequently, it is important to address different ways of engaging with your students, families, and leaders in this new normal.

This week I want to share some helpful tips for those starting during this season that apply to a more socially-distanced style of ministry.

Coordinate digital meetups.

I know that many people hate video calls at this point and that Zoom-fatigue is setting in. But try hosting meetups online where people can come and get to know you. If you are doing it for students, try to engage with them outside of the normal meet and greet flow. Have some online games, utilize prizes (digital gift cards are awesome, especially if you can get them to local stores/restaurants), set up a digital scavenger hunt, or have people come in costume. All of these will help engage students who may not be super willing to jump into another Zoom session.

Increase your online presence.

Most youth workers have social media, but if you are like me… your personal feeds may be lacking. I don’t post often, and my students let me know. Even students who I don’t know personally have told me I need to up my Insta game.

My point? Students see us in all capacities, whether in person or online, and they are watching us. A great way to help students get to know is by posting about yourself. Not in some egotistical way, but in a way that shows who you are. Post pictures of your spouse and family doing things together, post where you are going or what you are doing especially if it is in town, host AMAs (Ask Me Anything) and polls in your stories, ask for advice on what to do and where to go. These are just a few ways to help you engage with others.

Utilize your youth group’s social media.

Depending on the size of your church and youth group, you may have social media accounts set up for your youth group. If so, leverage that to help people get to know you. Post about who you are and share some fun facts. Host a “get to know the youth pastor session” on your youth group’s pages. Post fun and funny videos of you getting acclimated to your new work environment. Post “Trivia Thursdays” and whoever answers the most questions correctly wins a digital gift card. Ask questions through a poll on your social media page or story.

Here are some easy questions to utilize in a post or story:

  • What would you like to see this coming year?
  • What series or topics would you like to have covered?
  • What is one thing you would like to see changed?
  • What is your favorite memory from youth group?
  • Why do you come to youth group?
  • What worship songs would you like us to play?
  • What would encourage your friends to come?
  • What games would you like to play online or in-person?

Send a note or postcard.

This will depend on the size of your youth group, but consider sending students a little hand written note introducing yourself, sharing about a digital meetup, and saying how excited you are to meet them. Receiving an actual letter or postcard is a sure way to connect with a student and their family as they will see you taking an interest in their student’s life.

If you serve in a large youth group and this isn’t a feasible option, consider sending a handwritten note to all your leaders. Your students will be looking to their leaders to get a feel for the new youth pastor, and if they have a good feeling for you it will be replicated to their students. It is also a sure fire way to value and elevate your leaders.

How have you seen ministry succeed during this time? What have been “wins” for your ministry?

Tips for New Youth Pastors [Part 1]

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Even in the present state of things–with COVID-19 and certain states being under “stay at home” orders–churches are still hiring. Some are even hiring “online pastors” because of the current realities affecting ministries. That means that there are many people who are applying and being hired at churches.

Being hired at a new church is challenging on its own, but then you add in this new mix of social distancing and trying to connect electronically, and it is increasingly difficult. So what do we do?

Today, I would like to provide some tips and suggestions for new youth pastors in any season and then next week my desire will be to share tips for new youth pastors in our current circumstances. I would love to dialogue with anyone on this topic, especially those of you who are starting fresh in this new season.

Ask questions.

This is huge because it will give you insight you may not have had before. Often when you candidate you don’t get to meet everyone and you don’t get to have all the conversations that you may need. So ask questions. Talk to your students and ask them what they would want to see at youth group. Ask them what they value and desire. Ask what would encourage their friends to come. Engage with parents and ask them what resources would be helpful. Ask how you could better partner with and support them. Ask how you can better care for their students. Talk to your volunteers and ask them how you could better equip them. Ask them how they have been trained in the past and what would help them going forward. Ask them how you could best support, advocate for, and walk with them.

These questions and answers will give you insight into how to best care for your people and ultimately make you a better pastor. Asking questions, investing in people’s lives, and being willing to be challenged will help you to develop as a leader and value those you serve.

Listen.

I think it is easy at times to come in and think we know what to do and how to do it. I don’t think this is out of pride or arrogance but out of a desire to show that we know what we are doing and prove to the church who hired us that they made the right choice. But often times that means we don’t listen well or heed advice. Let me encourage you to take time and listen to what others are saying and to value it.

This will also allow for you to learn about any so-called “sacred cows” that exist. These are things that are immensely important to the church, that are difficult or impossible to change. While you candidate, most churches will tell you that they don’t have one. All churches do, but sometimes leaders don’t even know they exist. By listening to people you will hear what they value and why they value it, which will help you to learn what is the “sacred cow” within the ministry and the church at large.

Engage with students, leaders, families, and church members.

This seems obvious because of what we do. We are pastors after all and part of our job is to engage with our people. But the truth is that sometimes it can be overwhelming in the beginning. Everyone wants to talk to the new pastor, everyone wants to know your plans for the ministry, everyone has their own ideas and agendas.

It can be taxing and draining, and there will be moments you may find yourself mentally disconnecting from conversations. Don’t allow that to happen. Engage with people and hear what they have to say. Be willing to value people and their thoughts. By doing this, it will allow for you to become more attune with what people are seeking from you, your ministry, and the church. This can allow for you to become a better minister to them.

Go out into the community.

I think this is one that we all know and value, but if we are honest when we move to a new place sometimes we focus on settling in. That doesn’t mean we don’t care about our new community and the people in it, but sometimes we just hunker down as we settle into our role. But let me encourage you to engage with the community as much as you can. Go to the local supermarket, check out the local middle school or high school football game, visit local restaurants, hit up local parks. By doing this you are not only gaining the lay of the land, you are also showing that you are a part of the community and value it. You may even have church members stop and greet you which will help you build relationships.

Network.

This is a huge asset to anyone in any position, but if I am being honest it doesn’t happen enough in ministry. Youth workers are beginning to change that, and I want to encourage you to be a part of a local network as best you can. As you start in a new position, reach out to other youth pastors in the area and seek to grab coffee or lunch with them. Talk to them about what has worked for them, ask questions about the community and the area, be willing to partner with them for the sake of the Gospel. In doing all of this you are building friendships, confidantes, and support networks to help you succeed in your ministry.

Share your purpose and vision.

This is huge for any new youth pastor. In a new ministry it is easy to assume that everyone knows what you are about and the direction you want to take the ministry. But the reality is that there will be those who don’t, and those who need to continue to hear it over and over. While you have had the time to think through and plan because of the hiring process, other people need time to hear, process, and jump on board. So make sure to drip this into all of your communications and to share it with families, students, leaders, and church staff.

Over communicate.

Communication is key. That is something everyone should remember, and in a new position it is important to make sure you communicate often and clearly. Make sure to engage with your leaders, students, and families and use that time to communicate what you want them to hear. Do not assume that if you say it once or twice everyone will remember what you said. Over communicate not because people don’t get it, but because it helps them to be on the same page with you.

Empower your volunteers.

Your volunteers are key to your ministry growing and being sustained. Without them your ministry will not function. So make sure to encourage and empower them. Let leaders utilize their gifts and strengths. Encourage them when you see them doing what God has gifted them to do. Be free with your role and allow leaders to step up and serve. One of the things I love to do is be open with the stage. I don’t have to speak each week, in fact my students listen more when their leaders share. This is huge because it allows for multiple voices to be heard and valued, and it affirms and builds up leaders who are using their gifts. Find out your leaders’ strengths and passions and put them into practical use.

Set boundaries.

This is hugely important for all pastors and youth workers. Often we jump into a new position and we go as hard and as fast as we can. We go to all the events, attend all the meetings, work long hours, throw awesome outreaches, and begin to burn through all the reserves that we have.

This type of approach may work in the beginning, but ultimately it will leave you exhausted and burned out. It will also frustrate your volunteers and hurt your relationship with your family. You need to make sure that you are taking care of yourself and putting your priorities in order. Often we think the ministry comes first, but the reality is the order should be our relationship with God, our relationship with our family, and then our relationship with the ministry. Setting and enforcing boundaries allows us to focus on priorities, take care of ourselves, and be present for others. 

If you are starting at a new church, what questions do you have? If you are helping a church look for a new candidate, what do you look for?