Hayley Kirton wrote an article called ‘Seven reasons your employees are not engaged’ (People Management, 16 April 2014), in which she stated that only 17 per cent of UK employees describe themselves as being engaged with their company.
Gallup, who undertook the survey, identified seven key issues that create unmotivated staff. In looking at these issues, it was easy to make the slip into why so many people who come to church and are even church members are not motivated.
1. Your leaders aren’t involved and curious
It could be that the pastoral team could be enthused about teaching the people in the pews that they neglect to read the Bible for themselves. A survey revealed that pastors were the worst category of people to read the Scriptures in order to apply it to themselves.
The result can be that there is gradual staleness in the preaching and teaching. It does not just apply to those who stand in the pulpit, but is relevant to all in teaching roles (such as Sunday School teachers and housegroup leaders).
There should be a desire to soak up the Word of God as David delighted to do – ‘Your commands make me wiser than my enemies, for they are ever with me. I have more insight than all my teachers, for I meditate on your statutes.’ (Psalm 119: 98 – 99)
A programme must be in place for all those in leadership roles to undertake Continuous Professional Development (CPD), both in reading the Bible and other material that will help them in service for God. All people in teaching roles (however minor it may be considered) should be given the opportunities to be the best that God wants them to be (James 3: 1), even if it means that they take a break for a few weeks every year (and I do not mean just at vacation time!).
It has often been the case that, for example, the pastor has had a sabbatical in order to write a book or to catch up on his studying, it is rare for such a person to go on retreat to hear what God has to say to him.
2. You’ve got the big goal but the basics aren’t in place
There is nothing wrong in wanting to reach out to those in the surrounding neighbourhood or having some other big goal, but so often the congregation is left behind.
Sometimes, this is inevitable amongst a small proportion of people as they are keen to remain on the edges, are mentally/emotionally/spiritually unable to commit or have physical problems that mean that they feel unable to connect with the next big project.
The main point is to constantly communicate the way forward to everyone so that there cannot be any excuse that people were not included in the loop. It is also important to state what is expected of people in order that the mission can be accomplished, although these tasks may not be required at present.
If you are spreading the good news of Jesus in the locality in a big way, there might be people who cannot (for whatever reason) be involved in the evangelism, but they would be excellent in the task of discipleship as they walk with new converts on their new journeys with God. It might be that people are required for providing refreshments, hospitality, etc. which need to be talked about during the planning process.
On a more mundane basis, it could be that the church needs to learn how to evangelise or some basics of the faith so that they are sure of what they believe (1 Peter 3: 15). It could be that some people who have been coming to the church for a number of years need to be saved themselves as they have listened to good Gospel preaching but have not given their lives to Jesus.
3. You’re using the economy as an excuse
There is a need to step out in faith for those things that God has laid on our hearts to undertake for His glory.
There is no bank account for God (cf. Psalm 50: 10) and whatever He has called us to, He will supply the resources.
It does not mean that we scrimp on things, such paying reasonable wages to those who work (1 Corinthians 9: 7 – 12).
It will build up the faith and expectation of the church as God provides the needs (not the wants). It is important for the church leadership to maintain an open and honest channel of communication so that the congregation has a realistic grasp of the enormity of the finances required, so can also be encouraged when they see the hand of God providing His people with what is required.
4. You don’t trust your managers or hold them accountable
Churches that trust and support their leadership team and hold them accountable for their work create strong leadership teams who will lead the people on. It is a tragedy when people murmur and grumble against their leaders because (as the Israelites rebelled against Moses) it creates distrust in God Himself and that church can find itself wandering in a wilderness.
Part of this trust will be created when the church leaders come up with action plans as to where God is leading the church and then following through on them. It is this knowledge that the leaders are listening to God and are willing to follow Him that will lead to greater engagement with the rest of the congregation.
5. Your approach to performance management is unclear
It is important to recognise that a job has been well done, and it does not have to be a task that is up front. (How many of us have praised the person who faithfully puts out the church rubbish?
In order for the church to flourish, we need to praise people and urge them on in the ministry God has called them to. If it had not been for Barnabas (‘son of encouragement’), the narrative of Saul/Paul could have been very different.
Indeed, Scripture urges us to come together so that we might encourage one another (Hebrews 10: 25).
6. You pursue engagement for engagement’s sake
People within the church are not there so that they can be used for whatever resources they have – such as money, time, or skills. They are created by God and redeemed by Him through His sacrifice on the cross – indicators of how He views them as being special.
Every one of them has an opinion, viewpoint and perspective on how they feel or what should be done. It is the leader’s role to listen carefully to them for not all the wisdom God gives is concentrated in the leadership team.
It is going that extra mile to engage with people that will mean that they are more likely to come on board with the vision of the church. Of course, there will always be detractors, the opinionated or the blinkered but it is the responsibility of the church leader to reach out to them as well.
It does not mean a free for all as everyone’s suggestion or concern is accommodated, but it could be that there are valuable nuggets of wisdom to be mined in the wider congregation.
7. You don’t have cracking HR functions
Not many churches have HR departments, especially if you belong to a smaller one.
However, we do all have a responsibility to prepare God’s people for works of service (Ephesians 4: 11 – 13). God has not been miserly in providing gifts to equip His people to minister to others in His name. If we neglect to do this, we will end up with churches that are inward-looking, spiritually stunted and reluctant to move forward.
We should be moving forward, trusting God until (as the passage in Ephesians tells us) ‘we all reach unity in the faith and in the knowledge of the Son of God and become mature, attaining to the whole measure of the fullness of Christ.’
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