Understanding Hybrid Work: Defining What’s Healthy for Your Church Staff

by Chris Goldman

 

Recently, the vocabulary of work has dramatically expanded to include arrangements like Remote Work, WFH (Work from Home), WFA (Work From Anywhere), Telecommuting, and Remote-Friendly. These modes quickly became not just commonplace but essential, as organizations adapted to pandemic realities. Now, a cultural shift is underway: the “RTO” (Return To Office) movement is taking center stage. One fact is clear—what we once understood as the traditional workweek is rapidly evolving and, in many cases, no longer exists.

In church ministry, a hybrid approach has always been the norm. Effective ministry rarely fits within a standard 40-hour, desk-bound workweek. Pastors and ministry leaders routinely spend time meeting with members, visiting hospitals, engaging in reflective study, and serving outside regular hours. The unique demands of ministry have always required flexibility regarding both location and scheduling.

During the early days of COVID, my staff faced the challenge of staying connected while working remotely. We started by meeting online almost daily, brainstorming best practices and rediscovering the essentials of healthy hybrid work. These experiences highlighted several key lessons:

Five Suggestions for Successful Hybrid Ministry Work

• Prioritize In-Person Team Time

  Despite advances in digital connectivity, regular face-to-face interaction remains irreplaceable for effective teamwork. We designated two office days per week when all staff were expected to be present in person, fostering collaboration and unity.
• Tailor Schedules for Productivity

  We learned that home environments vary widely. For some—like empty-nesters—a quiet home supports deep study, while others—such as parents of young children—may find remote work challenging. Each staff member evaluated their circumstances and proposed a personalized schedule to maximize productivity.
• Ensure Office Coverage:

  Maintaining a welcoming, accessible church office during regular business hours required transparent scheduling and accountability. We made certain that team coverage was in place so the office always remained open to serve our congregation and community.
• Communicate Proactively

  Hybrid and remote arrangements demand intentional communication. Our team adopted text-based platforms, making it easy to check in, share updates, and sustain real-time collaboration regardless of work location.
• Support Flexibility and Well-Being

  Life situations fluctuate—and so do staff needs. Sometimes remote team members need increased in-office support, while others may require temporary remote options due to family or health issues. The key is making space, supporting team members, and keeping work responsibilities balanced.

Leadership Perspective

Church leadership teams benefit from clearly defined values, articulated parameters, and a willingness to let staff work collaboratively and flexibly for the good of the congregation. Personally, as a social butterfly, I require solitude for sermon preparation—often outside the office and apart from the usual hustle and bustle of our specific facility (A Community Center model for ministry). The flexibility of a hybrid model improves my study, preaching, and effectiveness.

Here’s the point: Flexibility, open communication, and intentional planning can enable your staff to flourish and serve effectively in a changing work environment.

 

 

About the Author: 

Chris Goldman serves as Lead Pastor for Northwest Church in the Seattle area—a congregation with approximately 450 members, eight ministry staff positions, and 14 elders. The Puget Sound region is distinguished by its concentration of high-tech industries (Microsoft), manufacturing giants (Boeing), major retail players (Costco, Amazon, Nordstrom), and prominent service sector organizations (Starbucks).