The average pastor stays at a congregation for less than four years (sometimes much less), which can lead to instability and seasons of constant transitions for churches. If you want to keep your church staff for the long haul, here are three essential keys to consider:

1. Pay Them Well

One of the most impactful ways to ensure that your pastors and church staff stay with you for the long term is to offer them a salary that aligns with the actual cost of living in your area. Competitive compensation allows ministers to put down roots in your community, including the ability to purchase a home rather than just renting. This financial stability helps to provide a foundation for long-term commitment and confidence in their role within the church. When staff feel financially secure, they are more likely to invest themselves fully into their ministry and the community they serve.

When it comes to compensation, a good place to start is to research what the average starting teacher’s salary is in your area. This will help you understand the baseline for what cost of living looks like around your church. Of course, church size, education level, and experience should also be considered when creating a compensation for church staff. The Siburt Institute’s Ministers’ Salary Survey is an annual, nationwide survey of ministerial compensation packages for all areas of ministry. I highly recommend any church looking to hire a new pastor to dig into the details of this survey.

2. Provide Opportunities for Growth

Ministry is not a sprint; it’s a marathon. To keep your staff thriving both personally and professionally, it’s crucial to offer continuous opportunities for growth. This includes:

• Training and Development: Regularly provide access to workshops, courses, and conferences that allow staff to enhance their skills and stay updated on new ministry approaches.
• Emotional and Spiritual Growth: Encourage staff to engage in activities that nurture their emotional and spiritual well-being, such as retreats, coaching, and spiritual direction.
• Rest and Renewal: Ensure that staff have ample time for rest and renewal. This can include regular days off, generous vacation time, and a supportive environment that emphasizes the importance of work-life balance.

When church staff are given the resources and time to grow, they can better serve the congregation and remain passionate about their calling.

3. Pray With and Over Them Regularly

Prayer is a powerful tool for building strong relationships and demonstrating care for your church staff. Regularly praying with your pastors fosters a deep connection at the heart level, creating a shared spiritual bond. It shows that you are united in your mission and values. Praying over them, on the other hand, is a way to express your love and appreciation for them as individuals. It communicates that they are valued not merely as employees but as beloved members of your community.

Regular prayer for and with your staff can uplift their spirits, provide encouragement during challenging times, and reinforce their sense of purpose and belonging.

By paying your church staff well, providing continuous opportunities for growth, and engaging in regular prayer with and over them, you can create a supportive and nurturing environment that encourages long-term commitment. These three keys are foundational to developing a dedicated and thriving church staff that can lead your congregation with stability and passion for years to come.

Question: What are some other keys that you have discovered to keeping and developing pastoral staff for the long haul?