As team members leave your particular ministry keep these important thoughts in mind:

1.  Reflect on any changes that you need to make in this particular job and its description prior to any future search, that way you’ve made adjustments prior to visiting with candidates, and quite frankly, you know who you should be looking for.

2.  Take time to visit with the staff person in an exit interview, when appropriate and possible, and listen for things that will make your team and this position even better and more effecient in the future.  Put down your guard and listen.

3.  Find meaningful ways to bless staff in their coming, and in their going.  For instance, some churches already have established monetary gift levels according to years served, so that there is no awkward thought of what to do when someone goes.

4.  If it is the unfortunate circumstance of a termination, don’t simply “move on,” carefully think about your part in the problem: poor hiring process, poor team leadership and management, or poor communication to name a few.  Use a consultant to help you and/or your team think through the issue in an objective way.

Don’t go on auto-pilot in this process and simply wait to fill a spot, but use it as a powerful moment to strengthen you and your ministry.  What do you wish you could experience at places as you leave?  Make it happen for your exiting employees.