One of the key principles of church administration is each member's participation. Secular management focuses on economic basics such as the time, energy and money saved irrespective of the workers' welfare. In church administration, an individual's well-being should be placed above his or her productivity in church affairs.
Hiring the right people is crucial for any organization, and the church is no different in this respect. A church's hiring process requires research and identification of specific needs that should be well documented to identify and employ competent people. Consult church members at various recruitment stages to make the process all-inclusive. Hiring from a pool of volunteers who have previously served the church can be beneficial.
Conflict is not unheard of in churches. Splits in spiritual organizations occur when church administration is slow and ineffective in handling disagreements when they arise. Administration in churches therefore must be cautious in conflict resolution. Reporting tricky situations, keen listening on the part of both parties, full presentation of facts and polite airing of grievances are the best ways to achieve conflict resolution.
Most church organizations do not have the financial capacity to pay for every service rendered. This means a lot goes undone without help from members participating in church activities as volunteers. Church leaders should make known which areas need volunteers, the number of volunteers needed, the criteria used for accepting volunteers and what is expected of them. The church administration must also come up with ways for showing appreciation to its volunteers.