The Risks and Rewards of Hiring from Within Your Church Staff

Making the decision to elevate a dedicated volunteer or a faithful constituent into a staff role in your church seems like the perfect growth plan. They understand your ministry, love your church, and are ardent supporters of your vision. Unfortunately, such internal hires sometimes backfire. We delve today into identifying the potential pitfalls of internal hiring and how to avoid a painful staff transition.

When Familiarity Does Not Equate Readiness

Just because a person has faithfully served your church for years does not imply they are ready to take on a leadership role. Loyalty does not necessarily translate into leadership. It's crucial to remember that churches often promote based on relationships, not readiness. This can set up a frustrating situation for both parties.

Note this: excellent volunteers can indeed become great staff members, but the transition needs to be handled with caution. Hiring someone based on the relationship factor while overlooking their readiness for the role could lead to unanticipated challenges.

Changing Your Church Culture Through Internal Hires

Be aware that any decision to hire internally will inevitably change your church's culture, for better or worse. Within vibrant teams, there often exists a rich library of shared history and sometimes baggage. Moreover, stepping up from peer to leader can be a difficult transition.

Such a move can also create resentment among other staff members and can foster a feeling of favoritism instead of meritocracy. Therefore, conducting a thorough internal evaluation before proceeding with elevating someone from within is crucial.

Making the Internal Hire Work

If you've identified a potential candidate from within your congregation whom you think would be a great fit for a position, here is the best way to approach the situation:

1. Treat Them Like an External Candidate: The potential staff member should go through a full interview and evaluation process. This includes looking at their competence, asking hard questions, and seeking references.
2. Provide Onboarding and Coaching: Do not assume that because they have been part of your church as a volunteer, they automatically understand how to be part of the professional staff. Provide a suitable onboarding experience and ongoing coaching to ensure their successful integration.

The Bottom Line

The easiest hire is not always the most prudent decision. Promoting someone you already trust requires thoughtful consideration. As with all hiring processes, the decision will affect your church culture and requires careful discernment.

Wondering how to navigate internal hires? Tune into today's Healthy Church Staff Podcast episode for more insights.