The cost of “Not being heard” and clergy retention

Abstract

Poor workplace or employee engagement results in decreased productivity and creativity as well as increased absenteeism and turnover.  Being heard is a positive contributor to workplace or employee engagement and in establishing a healthy relational ecology. Conversely,  not being heard adversely influences clergy’s decision to remain in full-time pastoral ministry. A shortage of clergy poses a risk to the  continued existence of the church as an organisation. The aim of this study was to ascertain which factors played a role in responding to  the call to full-time pastoral ministry. The dichotomous category being heard/not being heard was identified as contributing to the basic  social psychological process of responding to the call. Osmer’s four tasks were used to view the category not being heard from a practical  theological perspective. The results of the study indicate that not being heard contributes to clergy leaving full-time pastoral  ministry.