By Denise Craig, CAE, CCA
In times of financial strain, churches often face tough decisions about where to make budget cuts. One area that frequently gets reduced is staff development.
While this might seem like a quick fix to balance the budget, the long-term effects can be detrimental to the church’s overall culture, health and mission.
The Importance of Staff Development
Staff development encompasses a range of activities aimed at improving the skills, knowledge and effectiveness of church staff. This can include professional training, conferences, workshops, and educational courses. Investing in staff development is crucial for several reasons:
- Enhanced Skills and Knowledge: Continuous learning helps staff stay updated with the latest trends and best practices in ministry, administration, and community engagement.
- Increased Job Satisfaction: Opportunities for growth and development can lead to higher job satisfaction and morale among staff members.
- Better Leadership: Well-trained leaders are more effective in guiding their congregations and managing church operations.
- Retention: Investing in staff development can reduce turnover rates, saving the church from the costs associated with recruiting and training new staff.
The Consequences of Cutting Staff Development Budgets
When churches cut budgets for staff development, they might face several long-term consequences:
- Skill Gaps: Without ongoing training, staff might lack the necessary skills to adapt to new challenges and opportunities. This can lead to inefficiencies and missed opportunities for growth.
- Decreased Morale: Staff members might feel undervalued and unsupported, leading to decreased motivation and engagement.
- Higher Turnover: Lack of development opportunities can result in higher turnover rates, which can be costly and disruptive to church operations.
- Leadership Challenges: Ineffective leadership can hinder the church’s ability to fulfill its mission and serve its community effectively.
- Costly Mistakes: A lack of training could cause a leader to make a costly mistake regarding insurance, legal, or tax issues that could end up costing the church a lot more money than proper training would have.
How Much Do Churches Spend on Staff Development?
The amount churches spend on staff development can vary widely based on size, denomination and financial health. On average, churches allocate a sizable portion of their budget to personnel expenses, including salaries and benefits.
A survey by The Unstuck Group found that the average church invests 54% of its total budget in staff salaries and benefits. This includes not only direct compensation but also funds for professional development and training. The average service organization spends $1,512 per employee on development.
Balancing Budget Cuts with Staff Development
While budget cuts might be necessary, churches should strive to balance these reductions with the need for staff development. Here are some strategies to consider:
- Join a Professional Network: Many professional associations offer webinars, on-demand learning, professional articles, newsletters, and other resources for the price of an annual membership.
- Prioritize Essential Training: Focus on the most critical areas of development that will have the greatest impact on staff effectiveness and church growth.
- Leverage Free Resources: Use free or low-cost training resources, such as training by your churches’ insurance company and other vendors, local workshops, or chapters.
- Encourage Peer Learning: Foster a culture of peer learning and mentorship within the church staff to share knowledge and skills.
- Seek External Funding: Explore grants and donations specifically earmarked for staff development and training.
Conclusion
Cutting staff development budgets might provide short-term financial relief, but the long-term consequences can be significant. Churches must recognize the value of investing in their staff and find ways to support their development, even in challenging financial times.
By prioritizing staff development, churches can ensure they have skilled, motivated and effective leaders to guide their congregations and fulfill their mission.
Related URLS:
To become a member of The Church Network – a professional association empowering church administrative leaders with practical tools, expert training, and a supportive community: https://thechurchnetwork.com
To discover the TCN Annual Conference – an exceptional training intensive, specifically for those who work in church administration and operations: https://thechurchnetwork.com/conference
To become a Certified Church Administrator: https://thechurchnetwork.com/certify
Denise Craig, CAE, CCA is a strategic leader who is passionate about helping others discover their God-given purpose so they can live and lead well. With more than 30 years of leadership experience, she is honored to serve as the Chief Executive Officer of The Church Network. Craig is a Certified Association Executive, a Certified Church Administrator, and a Certified Financial Coach. She serves on the Board of Directors for the Tennessee Society of Association Executives (TNSAE), the advisory panel for Church Executive Magazine, and is a regular speaker for conferences, Bible studies, and financial seminars.
She can be reached at denise@thechurchnetwork.com.
*TCN reserves all rights to this article. We grant Church Executive Magazine an unlimited license to publish the article, post it on their website, and include it in an eBook. TCN 4/28/25.
