What happens when you finally find the right person, but somewhere along the way, things start to drift? Culture changes. Chemistry isn’t what it used to be. You start wondering, “Is this something we need to coach through, or is it time to move on?”

In Episode 354, we talked about getting the foundation right: role fit, chemistry, and vision alignment. But hiring well is only half the battle. Developing and retaining great church staff means knowing how to protect culture, address problems early, and making the hard calls when necessary. So today, we’re tackling two of the biggest challenges you told us about: cultural drift; and knowing when to keep working with a staff member or when it’s time to cut bait.

Challenge 4: Cultural drift

• When staff arrive seeking to change the culture rather than learn it
• When staff forget what the core values mean, why they matter, and what behaviors signal they are living out those values.

How to reduce cultural drift

• Teach core values regularly.
• Model core values consistently.
• Celebrate when core values are lived out.

Challenge 5: When to keep working with a staff member vs. when it’s time to cut bait

Sam Chand (Leadership Pain)

• As churches grow, staff member choice becomes a critical element for team culture.
• The leader’s vision is his ladder. The people holding his ladder determine how high he (or she) can go.
• Leaders can do one of three things with those who hold their ladders; retain them because they’re effective, release them because they aren’t, or reassign and retrain them to hold someone else’s ladder.
• Make people decisions—especially hiring decisions—slowly.
• Hire for the next level of growth.
• Remember: With a few exceptions, almost every change in personnel is traumatic for the pastor, the staff, and the church.