There is nothing worse than having to be in a toxic work environment. Individuals will spend most of their waking hours at a job of some sort. So, if that much time is spent at a job, then it would be optimal for it to be enjoyable. A toxic work environment hurts employees by increasing stress and decreasing morale.
It also affects companies more than they would like to admit: “There has been a general assumption that low compensation is driving The Great Resignation. But according to a recent report from MIT Sloan Management Review, employees are quitting their jobs in droves because of toxic workplace culture, not low pay. In fact, the report says toxic workplace culture is 10.4 times more likely to contribute to an employee quitting.”
Don’t Be Fooled: Churches Can Have Toxic Work Environments, Too
Most people would think churches wouldn’t have this problem because they are, well, churches. But churches struggle with this among their staff just like any other organization. Why? Because it deals with people and culture. Anytime people work together, there will always be a drift towards toxicity. It is just an easier path to not deal with things, let people hurt each other, and not hold others accountable. However, it hurts the church and the mission of the church; reaching people for Jesus.
When people come to a church, they want to experience what they aren’t experiencing at their secular job or in daily life. Sadly the church is just reciprocating the same culture. It is ultimately the leader’s job to be healthy first and foremost. Secondly, it is vitally important for them to build a healthy staff culture that bleeds health into the general culture of the church.
What Does Your Church Value?
There is a lot of talk about vision in the church today. And vision is important. It is the “what could be and what should be” for the future of that local church; however, not as much is said about values. Values are the general values of a church and the behaviors that a particular church wants to see lived out among its congregants.
And more specifically, there should be “internal values” that shape the behaviors of church staff, team leads, and volunteers. These values shape the culture. If a church is not intentional about continuing to hammer home these values, then vision diminishes, and culture will drift due to a toxic environment.
Here are 7 traits of a toxic work environment and how to keep them out of your church:
1. Toxic Trait: People Talk About Each Other, Not to Each Other
It is called the proverbial “conflict triangle,” where person A talks to person C about person B. However, person A and B never talk to each other. This causes gossip, division, and unresolved conflict. It is not easy for person C to approach their direct report and share the conflict, and if they do, it is not easy for the direct report or pastor to deal with conflict of this sort.
It is never an easy fix, so most leaders avoid it by not dealing with it and letting “triangular discord” continue until the ranks are completely broken. So, what does a leader do? Create a value that they will shout from the rooftops and hammer on consistently.
Healthy Value: Rapid Resolution
Quickly fixed is quickly forgotten. We will talk to each other about our issues in a mature way so we can build a healthy environment. The longer an issue goes unresolved, the more “imaginary conversations” people are having in their heads. There is more time for triangular discord. However, a healthy leader sets a time to get people into a room to resolve the matter.
Resolving the matter isn’t fixing it, but it is getting it out in the open. It is the fact that each person needs to be heard and valued. Most of the time, they don’t leave those meetings as best friends, but the tone is set that the church will deal with these issues in a timely and mature way.
2. Toxic trait: The Pastor and Staff Are Defensive When Criticized
Being criticized is not fun or enjoyable. It hurts when people criticize a leader who is putting their whole heart into what they are doing. However, being in ministry is understanding that it is just a part of the role. Not all criticism is valid. But there is an ounce of truth in every pound of criticism. It is easy to get defensive and dismiss criticism. This creates a very toxic work environment where the staff and leaders only want yes people around them. So, how does a leader navigate this?
Healthy value: Consume Criticism
We will get better from criticism, not bitter. If the pastor can model this firsthand for the staff, then it will seep down throughout the church. It is being gracious and kind even when the criticism comes from sources that are not valid. It is publicly talking to the staff about how to handle the complaint. Also, it will take the leader giving out a lot of specific encouragement so that when criticism comes, it won’t sting so bad.
3. Toxic Trait: There Are No Hard Boundaries on Time-Off from Church Responsibilities
Ministry is a stomach that will never be full. It will take all a leader can give it and never be satisfied. Unhealthy senior leaders are workaholics and set up a toxic environment where their staff is expected to be the same. This creates high turnover rates and burnout. The pastor and staff are expected to be at everything the church hosts. The people in the church have church as their side hobby, a place to escape and find a purpose. For pastors and church staff, this is their life. 24/7, they are thinking about ministry or expected to be on call.
This can happen even on vacations. Church leaders may get away for vacation, but they are never “off.” This is a toxic environment. A people-pleasing leader or a leader who has self-ambition will drive themselves and staff into the ground. So, what needs to happen?
Healthy Value: A Healthy Church Needs Healthy Leaders
Stay healthy by setting boundaries and saying no. This may cause disappointment in church members, but it will create an environment of health and ministry enjoyment by those who work at the church.
4. Toxic Trait: There Are Too Many Silos and Not Enough Bridges
This toxic environment is where staff refuse to work together. They compete with each other instead of completing each other. Budgets and environments are territories. This creates a disjointed and divide among staff. How does a leader handle this?
Healthy Value: Build Bridges
Cross collaboration is key as a team. Let ministry leaders solve problems together, share, and show them how they all need each other. Get them into a room and ask each leader what their biggest obstacle is at the moment. Then have other staff in different departments offer tangible help.
5. Toxic Trait: A Lack of Trust Exists Between All
Trust is earned just like money. Everyone has a “trust bank account.” Over time a relationship will gain more trust through follow-through and integrity or lose trust with the opposite. A toxic culture has leaders who don’t trust each other or their senior leader/direct report. It causes resentment among the group and, ultimately, division.
Healthy Value: We Are a Team, Not a Group
We will work to build and maintain trust. You want a “H.O.T” environment: Honest, Open, and Transparent with each other so that trust can be built.
6. Toxic Trait: There Is Inattention to Results
The quickest way to run off high-producing, results-oriented leaders is not to hold those accountable who don’t meet deadlines or get results. Toxic teams have no accountability when it comes to results. There is an “inattention to results.” In these toxic organizations, people are paid to do jobs, not get results. So, someone may be doing a terrible job for years, and because there is no attention to results, then they frustrate those who are getting results.
Healthy Value: Everyone Is Accountable for Results
Healthy teams get results. The team knows what each result should be for the other teams. The leader holds everyone accountable in a loving way. Deadlines are rarely moved, and people are all held accountable. This creates a healthy culture.
7. Toxic Trait: The Governing Board Tries to Run Day-to-Day Operations
What can be very frustrating and toxic is when lay members that serve on the board try to be the “experts” in all of the ministry departments. The staff member is ridiculed and coached by a lay board member on how to do their specific role. This creates a toxic environment of control. The staff don’t know who to answer to and will not be able to implement best practices.
Healthy Value: Have a Chain of Command
The staff will answer to the pastor. The pastor will answer to a board. The healthiest environments are those where the staff answer directly to the pastor and are held accountable by him. The pastor has a board of elders, a board of deacons, trustees, or an external board that they answer to personally. The pastor can act as the mediator between the board and staff but the staff answer only to the pastor.
Choose Healthy Values, Not Toxic Traits
Your church staff doesn’t have to live with these toxic traits. There is a better way. Put these healthy values in place and watch the overall health of your church and your team grow significantly. It can be done in a healthy way!
Frequently Asked Questions
Here are some common questions Christian employers might ask:
1. How can church leadership actively promote a culture of trust and accountability among staff and volunteers?
Building trust within a church team starts with transparent communication and regular team-building activities. Leaders should model openness by admitting mistakes and following through on promises, which encourages others to do the same. Routine check-ins and setting clear, mutual expectations also foster accountability and a culture of trust.
2. What are effective ways to support mental and emotional well-being in church staff without compromising their dedication?
Leaders can implement structured time-off policies and offer resources for mental health support, such as counseling or wellness programs. Ensuring that staff have downtime to recharge, especially after major church events, prevents burnout and maintains their passion and commitment to ministry.
3. How can a church ensure a balanced focus on results without fostering competition or stress?
Churches can define “success” collaboratively, incorporating spiritual goals and community impact as key metrics alongside practical results. By regularly celebrating both team and individual achievements in a non-competitive manner, leaders create a supportive environment that values meaningful contributions over strict performance.
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