Church Mergers, Administrative Responsibilities, and Other Listener Questions

May 11, 2018
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Podcast Episode #431

We have the best listeners. Whenever we travel, we are privileged to meet so many of you. Today, we answer listener questions on the podcast.

Some highlights from today’s episode include:

  • In the past, church mergers were a no-go. But they have become more in favor today because church facilities are at a premium in many areas.
  • Don’t let the secular business world guide the sacred church world.
  • More often than not, we lower the bar of employee expectations for church staff.
  • Churches need to look closer at employment practices and actual staff needs.
  • Ministry alignment is critical in churches.

Today’s Listener Questions:

From Justin:
I pastor a church of about 60 folks. We are a slow growing church but I feel like we aren’t unhealthy. There is a church that has about 20 in attendance that has used multiples rental sites in the last 7-8 years. I’m thinking about approaching that pastor and asking if he would entertain the idea of our churches merging. Our style of worship and doctrine seem to be pretty close in line. Is there any advice you can give me? Is this an awful idea? My goal is that the two churches would grow faster if we combine our efforts.
From Barb:
My pastor feels it’s not Biblical to employ basic business principles in church planning or administration. At some point though, isn’t sound business practice a part of basic stewardship. We don’t become more Spirit-led by making poor choices in how we spend funds or how we do basic planning functions. It doesn’t feel honoring to God to make such poor business choices that the church goes broke.
From Kat:
When are employee performance reviews/appraisals appropriate for the church? Should “new hires”, regardless of their position, be placed on “probation” and if they don’t make it past probation, should they be terminated? Should “old” employees and their performance be routinely evaluated as well? Is there a perception that “church” employees are given more leeway in their job performance in comparison to “other” or secular industries? Is the standard not the same? Is it possible that churches hire people, even if they aren’t the most qualified/skilled because they can do an “ok job” and that’s all the church could afford?
From Eric:
What are some ways to keep ministries united as one so that one ministry does not  get to a point where they are doing their own thing making that ministry seem separated from the rest of the church?. Also how can we get voulenteers that might serve in one ministry, but they will not get plugged into any other part of the church (small groups, or family gatherings) outside of a specific ministry?
From Tim:
We have a young church plant of just three years and a number of families have joined us who have a specific educational choice for their kids. It appears those families are looking for a place to ‘circle the wagons’ and raise their children out of the world’s influence. The resulting culture can be subtly exclusive as they see their primary association as schooling rather than church. Our mission Is to make disciples while reaching a lost world for Christ. Any thoughts on strengths/weaknesses and how to deal with the challenges?
From Carl:
Should the size of the Pastors family be a reason for his salary or his pastoral package, to be different for example one pastor has 2 children and another has 6 children? They both have the same responsibility, maybe one comes after the other in the same church.

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Resources Mentioned in Today’s Podcast