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What if there was a way to “plug the hole” of people feeling burned out on the team? There is.
Everyone wants it, most are frustrated they don’t have it, and those leading often don’t know where to start. No, this is not an article on how to talk the pastor into buying an LED wall. This is an article about creating healthy teams within those serving in production at church.
Most of these teams consistently fight to have the numbers they need to do the job well—and the second a new person is recruited, two leave. But what if there was a way to “plug the hole” of people feeling burned out or used on the team? There is, and this article is here to give four tips on how to cultivate healthy teams.
1. Provide consistent training
All too often people become frustrated in the tech area of church because they simply don’t know much about what they are doing. Churches spend time training the sound engineer, but rarely think to help the person running ProPresenter better understand how the software works in case something goes wrong. Everyone needs some training outside of a Sunday morning. They want to feel confident in what they are doing, but need instruction.
All too often people become frustrated in the tech area of church because they simply don’t know much about what they are doing ... Everyone needs some training outside of a Sunday morning.
Training can be provided in a number of ways and can be done by sitting down with everyone who serves in a particular role 2-3 times a year. Even if the leader thinks they know it, a refresher is very important. Training can also be done by shooting a regular short video on a phone and sending it out to the team. These videos might even be worth storing on a computer in the sound booth so they can be easily accessed. Training can also be done through YouTube. The training online can be as general as how to mix drums, or even videos specific to a certain digital console. This is true not only of mixing, but also of presentation software, lighting, camera operating, video switching and everything in between.
Providing regular training is not just about competency; this action communicates value. When someone takes the time to teach another person or provide resources, it tells that person what they do matters. When people feel like what they are doing matters, they are less likely to burn out.
2. Communicate consistently
Too often people who lead the production areas of churches tend to be “lone rangers” when it comes to change. If the leader desires to rearrange the booth, change the layout on ProPresenter, redo the EQ and compression on the drums or anything else, he or she should communicate to everyone affected prior to making the shift. Don’t just make changes and let them be a surprise; let those who serve in that area be present for the changes. When they are present or have the option to be, it helps them have ownership in what they do.
Don’t just make changes and let them be a surprise; let those who serve in that area be present for the changes ... or have the option to be.
Another area of communication that can improve in many churches is scheduling: schedule those serving regularly at least 30 days out from the day they serve. This makes it easier for them to accept or decline when they are serving. This also shows that what they do matters enough to be thought through in advance, and it gives the leader the ability to find someone else if they decline. Teach the team the value of accepting and declining quickly, and then start doing it four weeks in advance.
3. Ask for feedback
Unfortunately, those at the top of the production leadership chain believe they know what their team needs based on their own experience. While this might be true in some cases, different team members need different types of information and communication. Individuals have different needs for communication, encouragement, criticism, and instruction. The only way a leader knows what those underneath them need is if they regularly ask for feedback. Get assessments from the team so that the leader can give what they need instead of what they think the team wants.
The only way a leader knows what those underneath them need is if they regularly ask for feedback.
4. Find time for fun
The team needs time outside of the production booth to grab a meal together, play top golf, or hang out at someone’s house. The greatest way to “plug the hole” of burn out is through natural relationships. When there is time to connect outside of Sunday morning, the serving experience on Sunday is transformed into a completely different experience. It’s important to remember that 90% of the people join a team, secondly because they love technology, but firstly because of relationships. When we create space for people to connect, we create longer, healthier relationships within the team. Those relationships keep people on the team.
When there is time to connect outside of Sunday morning, the serving experience on Sunday is transformed into a completely different experience.
We all want long-lasting teams in our churches, but it requires investment: investment in quality training, good communication, honest feedback, and time to just hang out. When these things happen within a team, it changes the atmosphere of serving and people will want to be part of that type of ministry.
