How do you determine the compensation for your team? Do you have an intentional strategy in place? Or, is it an unorganized, random, and confusing mess? I have experienced both situations, and I can tell you from experience that having an intentional strategy is the way to go.
So, what does that look like for you and your church? On my XPMinistry website, I explain three different strategies that are fairly common for churches. You can learn more about these three strategies HERE. But, to summarize, the three strategies are:
- Compensation studies.
- Partnering churches.
-
Percentage-based compensation.
As I explain on my website, I prefer the percentage-based compensation strategy. It is simple to understand, easy to manage, and it allows us to be generous with our team in a strategic way. I’ve tried the other models, but in my experience, they fall short. Even though the percentage-based compensation strategy isn’t perfect (no strategy is), in my opinion it has proved to be a strong and consistent model for compensation in the local church.
Next month, I will send you Compensation Strategy Part 2, where I will explain how we intentionally move someone from the bottom of their compensation range to the top of their compensation range. This too is an important part of this conversation.
Regardless of which strategy you use, what’s important is that you have a strategy in place. And, if you don’t, let me encourage you to begin working on that today. Trust me, you will be grateful that you did. It’s hard work, but it’s worth it, and your church will be better for it.
