Today we welcome Jenni Catron to the podcast. Jenni is recognized as a trusted leadership voice in both church and marketplace worlds. In today’s conversation, we explore the growing challenge of disengagement among staff and volunteers—looking at what’s driving it and how ministry leaders can respond with wisdom, clarity, and care.

Gallup Report

Fifteen percent of employees worldwide are engaged at work. Engaged means; “emotionally invested in committing time, talent and energy in adding value to the team and advancing the organization’s initiatives.” Only thirty-one percent of U.S. employees report being engaged at work.

Employee Engagement: Purpose and Belonging

• Engagement is deeply emotional and tied to a sense of purpose, meaning, and belonging.
• Church leaders often assume intrinsic motivation is sufficient, neglecting the need for clear communication and emotional connection with staff.

Staff Engagement and Mission Alignment

• Engagement grows when leaders connect staff to the mission and ensure they understand their role in the ministry.
• Address staff disengagement before it becomes costly.
• Disengagement warning signs: Decreased commitment; a lack of curiosity; an increase in critical questions.
• Be attentive to inconsistent behavior and approach staff with curiosity/humility to address potential disengagement issues.

Ministry Team Engagement Strategies

• A lack of organizational clarity, rather than relationship issues, is often the main driver of low engagement.
• Providing clarity through structured roles and vision supports team effectiveness.
• While relationships are crucial, clear structure and defined roles enhance team engagement.
• Connect team members’ roles to the broader vision.

Enhancing Team Engagement Strategies

• Ask your team clarifying questions to identify potential gaps in understanding or resources.
• For staff members feeling disengaged, reconnect with your purpose through self-reflection and understanding how their gifts align with their current role.
• Set a positive example to influence team culture.
• Approach senior leaders respectfully if needed.

Use this link to reach out to Jenni and the 4sight Group.