10 Tips for Staffing a Church Plant

Church staffing is never an easy endeavor.  But placed in the context of church planting...watch out.  If you have planted a church or been part of a new church staff you are well aware that church planting has enough of its own challenges without the added pressure of hiring new staff.

Some of those challenges can be avoided if the right staff are on board.  However, that is easier said then done.  Here are ten things to consider when looking to staff a church plant.

1. Pay attention to the BIG C’s (Chemistry, character, and competency) – One thing that will prove hugely helpful...spend time thinking, planning, and writing down the kind of staff culture you are trying to create.  The next step...hire people that fit that culture.  The culture of your church is the most important thing about your organization so hire appropriately.
2. Develop a compensation philosophy early – A  philosophy compensation should always come before a policy is written.  
3. Hire generalist early and specialist later – Those that are apart of the church staff in the early stages need be people that are flexible and that have the band width to oversee multiple ministries and projects.  Only as the church begins to grow and expectations grow hire specialists.
4. Volunteers are worth every cent – Consider paying people to be volunteer specialists.  Have the idea that every paid staff person (and hopefully every volunteer leader) should be able to recruit, train, deploy, and encourage volunteers. In fact, this should be in everyone’s job description in every church. This is living out the Ephesians chapter 4 model of ministry.  (Helpful tip: Most volunteers don’t want to be involved in administrative processes...they want close contact to life change)
5. Don’t overstaff – Over staffing creates many problems including: A budget strain, less opportunities for volunteers, and can create negative impact when staff transition out.  In a church plant you will budget heavy in the early days towards staff...move as quickly as you can to getting the budget between 50-55% of the budget as designated staff.
6. Hire people that you can fire, in other words don’t hire your friends –  Count the cost and put some hiring safeguards in place to help you double check each hiring decision.  
7. Don’t hurry – Remember that challenging moments are the moments creativity is birthed.  Moving to quickly to hire can easily backfire when creativity could easily solve the problem and save money and relationships.
8. Hire where you need the most accountability – A few areas will be so crucial to the mission that if they don’t get done on time and with quality, the whole ministry will suffer. The clearer your vision the easier it will be to predict what these hirings will be.
9. Hire strategically and keep it balanced –  Don’t hire just to get an immediate task completed, keep the big picture in mind.  Secondly, know that people you hire either add or they take from the overall budget.  You have to follow the money trail.
10. Don’t neglect God in the process – God is more invested in your church than you will ever be.  Trust him to lead you to the timing and the person for the next stage.  His timing is always perfect.