Quiet quitting
Unveiling the Quiet Quitters: Building Healthier Teams in Ministry
Let’s face it—“quiet quitting” isn’t just a corporate buzzword. It’s a reality that can sneak into any organization, even the church. You’ve probably seen it: a team member still shows up, but their passion? Gone. Their energy? Missing. They’re doing the bare minimum, and while they haven’t officially resigned, their heart just isn’t in it anymore.
It’s easy to miss at first—quiet quitting happens gradually. Someone stops volunteering for extra tasks, avoids big-picture conversations, or seems a little less excited about their role. And while it might seem like a small problem, the impact can be huge. In ministry, disengagement doesn’t just affect a team’s productivity; it affects the mission, the community, and ultimately, the ability of the church to serve well.
But here’s the good news: when we recognize quiet quitting for what it is, we can address it with intentionality and grace.
The Hidden Costs of Quiet Quitting
Quiet quitting isn’t just about a lack of effort—it’s about what happens when people lose their “why.” Ministry is inherently mission-driven, and when someone disengages, it impacts more than just their to-do list.
Here are a few ways it shows up:
Communication Breakdowns: When someone pulls back, they’re less likely to collaborate or share ideas. That can lead to silos, where team members operate in isolation instead of pulling together.
Lost Wisdom: Disengaged staff stop investing in others, and with them goes institutional knowledge—those little nuances of ministry they’ve learned over the years. That wisdom gap can hurt the team long after they’ve left.
Mission Drift: Churches thrive when their teams are all-in, working toward the same vision. When disengagement creeps in, it’s easy for momentum to stall and opportunities to slip through the cracks.
The result? A team that feels fractured, a church that struggles to execute its mission, and a community that notices when the energy isn’t there.
Rekindling Passion: Moving Toward Health
So, how do we stop quiet quitting in its tracks? The answer lies in creating a culture where people feel valued, connected, and excited to be part of the team.
Here’s what that can look like:
Check In Often: Ministry is relational, so start with relationships. Regular one-on-one conversations can go a long way. Ask your team how they’re feeling—not just about work, but about their place in the mission.
Create Opportunities to Grow: A stagnant role can lead to disengagement. Help your team grow with opportunities like workshops, retreats, or mentorship. When people feel like they’re moving forward, they’re more likely to stay engaged.
Celebrate Contributions: Ministry is hard work, and sometimes we forget to stop and say, “You’re doing amazing.” Whether it’s a public shoutout or a handwritten note, recognizing someone’s impact can reignite their passion.
Clarify the Vision: Disengagement often happens when someone forgets why their role matters. Paint a clear picture of how their work ties into the bigger mission, and remind them of the eternal significance of what they do.
When Transition Is the Right Move
Sometimes, even with our best efforts, it becomes clear that a team member is no longer a fit for the role—or for the church’s mission. These moments are never easy, but they’re opportunities to lead with compassion and wisdom.
Here’s how to handle transitions well:
Start with an Honest Conversation: Sit down with the person and share your observations. Be specific about what you’ve noticed and express your concerns. This conversation should feel like an invitation, not a confrontation.
Explore Alternative Roles: Sometimes, disengagement isn’t about the person—it’s about the position. Could they thrive in a different role that better aligns with their passions or strengths?
Set Clear Expectations: If it’s clear a transition is needed, be upfront about why. Communicate with kindness and clarity, and work with them on a plan for what’s next.
Support Their Next Steps: Whether it’s providing a reference or helping them discern their next move, show care during their transition. Let them know their value goes beyond their role on the team.
Protect Their Dignity: Handle the process with confidentiality and respect. Doing so honors them as an individual and maintains trust within the broader team.
Building Stronger Teams
Addressing quiet quitting isn’t just about managing people—it’s about stewarding a team well. It’s about creating a culture where staff feel connected to the mission, equipped to succeed, and cared for as individuals.
When we prioritize our teams’ health, we’re not just improving performance—we’re deepening relationships and strengthening the church’s ability to serve. And yes, there will be tough conversations along the way. But when handled with grace and intention, those moments can lead to growth—for the individual, for the team, and for the ministry as a whole.
Healthy teams aren’t just good for the church; they’re good for the Kingdom. Let’s lead in a way that helps our teams thrive.
