What if I told you that after surveying over 3,400 church staff members across the country, one question scored lower than any other—and it's not what you'd expect?
🎧 Listen to this episode:
It's not about salary. Not about benefits. Not even about workload.
The statement that finished dead last in our Church Staff Health Assessment was this: "I feel like the church has a clear and fair process for evaluations and raises."
Average score: 2.96 out of 5. The only question across all 50 statements that scored below 3.0. The only question where more staff disagree than agree.
Welcome to what we're calling The Evaluation Disaster—and it's probably happening at your church right now.
Here's the most fascinating discovery from our research: church staff are actually more satisfied with their actual pay than with how pay decisions are made.
Let me say that again because it changes everything.
Compensation satisfaction scored 3.46 out of 5. The evaluation process scored 2.96. That's a half-point gap that reveals something profound about what your staff really need.
Most church staff have made peace with modest salaries. They didn't enter ministry to get rich, and they know that going in. What they're struggling with—what's keeping them up at night—is not knowing how the system works.
They can handle lower pay. They're used to that. What they can't handle is thinking, "I have no idea how to get a raise around here. I don't even know if I'm doing a good job."
Proverbs 27:5-6: "Better is open rebuke than hidden love. Wounds from a friend can be trusted, but an enemy multiplies kisses."
Before we can fix the problem, we need to recognize what it looks like. If any of these sound familiar, you've got work to do:
Annual reviews don't happen—or they happen randomly with no rhythm. Maybe they only happen when there's a problem, which creates anxiety every time someone mentions "evaluation."
Job descriptions are missing or outdated. I've talked to staff who were told, "We don't have a job description, but that's one of the first things we'll do when you get here." Guess what never happened?
Raises appear or don't appear with no explanation. Sure, they'll take the raise, but they'd love to know why and how that decision was made.
The "when budget allows" conversation never happens. You say, "We'll talk about it when the budget allows," but sometimes the budget never allows—and the conversation never comes either.
Staff learn about compensation changes through their paycheck instead of through a conversation. This is a massive missed opportunity, especially for raises you should want to celebrate.
The bottom line? Most staff are operating without a map in territory where the landmarks keep shifting.
At first, I thought staff would care more about the pay than the process. But the data shows it's actually flipped. They care more about the process than the pay.
Here's what I think is happening: Human beings can tolerate hard circumstances if they understand them and believe they're fair.
We can accept sacrifice. We can accept limitations—if we understand why. What we cannot tolerate is ambiguity and apparent arbitrariness.
When staff don't understand how decisions are made, they feel powerless. They lose agency over their own careers because they don't know what success looks like.
That uncertainty, building year over year, breeds anxiety. And anxiety can curdle into resentment.
The silence your staff are hearing says something you probably don't mean to communicate: "We haven't really thought about you."
That stings when you're pouring your life into ministry.
Here's the encouraging part: creating a clear evaluation process is a leadership discipline, not a budget line item. It doesn't cost you a thing to have a process—but if you don't have one, it's going to cost you.
Do annual reviews at minimum, with formal check-ins throughout the year. Don't wait for something to go wrong to say, "All right, time for evaluations." That approach kills trust before you even start.
If you don't have current job descriptions, now is the perfect time. But don't just list duties—define what excellence looks like. What does a win look like in this role? Put that on paper so both you and your staff member know it.
Is it performance-based? Tenure-based? Education-based? Budget-based? Your staff aren't asking you to share everyone's salary. They're asking you to share how salary decisions get made.
No surprises in the annual review. If someone is struggling, they should know it in February, not December. If someone is excelling, celebrate it in the moment.
Ephesians 4:15: "Instead, speaking the truth in love, we will grow to become in every respect the mature body of him who is the head, that is, Christ."
Your staff aren't necessarily asking for more money (though they wouldn't turn it down). They're asking for:
These aren't unreasonable requests. They're basic professional expectations that honor the people God has called to serve alongside you.
You may not be able to increase salaries this year. But you can have a conversation. You can define what success looks like and tell people how they're doing. You can create a pathway forward that gives your staff hope and direction.
The problem isn't primarily money. It's clarity, fairness, and communication.
Here's the test: If a staff member asked you tomorrow, "How do I get a raise here?" could you give a clear answer? If not, that's your project this month. Define the process. Write it down. Communicate it.
Your staff can handle hard realities. What they can't handle is silence.
And remember—this data comes from over 3,400 real church staff members just like the ones serving at your church. These aren't complaints; they're opportunities to build a healthier, more effective ministry team.
Don't let this be another good idea that dies in the inspiration phase. Pick one evaluation conversation you've been putting off and schedule it this week.
Your staff—and your ministry—will be stronger for it.
This insight comes from our comprehensive Church Staff Health Assessment, based on responses from over 3,400 church staff members. Want to see all the data and discoveries? Download our free 200+ page report at ChurchStaffHealth.com.
What's your experience with church staff evaluations? Have you seen the evaluation disaster at your church? I'd love to hear your thoughts—send them to podcast@chemistrystaffing.com.