Adam McLane, a Partner at The Youth Cartel and Principal at McLane Creative, recently blogged about two things youth ministers needs to consider in order to retain their current employment: metrics/measurables and donor relations. Speaking bluntly he suggests that by managing these two areas well one can eliminate “90% of the reasons my friends have gotten fired.”
So What?
Like any type of employment, ministry positions involve (or, at least should involve) periodic evaluation. The annual review is the most common formal mechanism for those employed by congregations or parachurch entities, and may be conducted by a wide variety of people. Regardless of the type of lay ministry position (children’s, youth, fellowship, communications, discipleship, etc.) or ordained position (lead pastor, worship pastor, youth pastor, etc.), it is important to excel both in the areas identified for evaluation and the two areas noted by McLane: metrics/measurables and donor relations.
- What does it mean to you that “metrics/measurables” matter for those on your congregation’s payroll? How are the expectations for each position communicated, measured and shared with each staff member throughout the year, and utilized in the annual review process?
- For those in vocational ministry: what are some of the unwritten expectations that come with all ministry positions you wish you had known when taking your first such position and/or think newcomers would benefit from knowing as they start their first such position?