Conducting a fruitful exit interview
Pastoral turnover is happening, and more is to come. Part of this is due to normal cycling in the mutual ministries of clergy and congregations. Much is related to the stresses ministers experienced during the pandemic, when they were called upon to take on more responsibility (and sometimes authority) than ever before, often with less support. These shifts created fissures or widened pre-existing ones in ways that now seem difficult to bridge as Covid continues, particularly in pastors’ exhausted states.
Whatever the cause, if churches and their leaders are parting ways, it is essential to conduct an exit interview. This kind of meeting offers the pastor closure and provides the church a wealth of insight that it can use for discernment during the transition between settled leaders.
Here are some considerations when planning a fruitful exit interview:
Framing
It’s important that the leadership group setting up the exit interview sees the departing pastor's insight as a gift, a way to get a head start on the church's self-assessment work in the interim time. Pastors can view their full participation as one of their final acts of care and leadership for the congregation. This mutual understanding sets the table for a productive, even if at times difficult, conversation.
Timing
Set aside ample space in the last couple of weeks of the pastor’s tenure. If the exit interview is too early, the minister might not feel comfortable being completely forthcoming, and if it is after the pastor departs, she might not have the same level of investment in giving complete answers.
Parties involved
Typically exit interviews are conducted by the personnel committee or other leadership team to whom the pastor goes to ask questions or express concerns about how the mutual ministry is functioning. You might consider inviting a third party to facilitate this conversation, particularly if you think the conversation might become contentious. Judicatory leaders, pastors of nearby churches, coaches, or consultants could fill this role.
Clarity about confidentiality
All participants in the exit interview should decide together how the information gleaned can be used. Who can take notes, and where will they be stored? What pieces can be shared, and with whom? Gaining agreement in these matters builds trust in the process, making it more likely that the church will glean useful knowledge.
Questions to ask the pastor
What were your hopes when you started your ministry here? In what ways were they realized? What made that possible? In what ways were your hopes not realized? What were the contributing factors?
How would you describe the initial welcome our church offered you (and your family, if applicable)? How did that welcome affect your ability to minister alongside us?
What goals did you set for your leadership during your time here? What made living into them more or less possible?
How would you describe the support and encouragement you received from our church for your leadership? For you personally? What was the impact?
Where do you see untapped potential for our congregation? What do you think is the biggest barrier to living into that potential?
What do we need to celebrate about our ministry together? For what do we need to forgive on another? In what ways might we go about both?
What has been left hanging in your ministry that we need to attend to in your absence?
What else is it important that we name in this space?
After the exit interview is over, the church must not simply stick the fruits of it in a drawer or argue with what was said. Instead, ask, “What does it say about us, in delightful or challenging ways, that our pastor feels this way?” This is a solid step toward transitioning to a new season of leadership with hospitality, direction, and faithfulness.
Photo by Michael Jasmund on Unsplash.