Tag: Youthwork management

‘Its not about the money’- but are young people valued enough to pay youthworkers appropriately?

On By JamesIn Youth ministry, Youthwork, Youthwork management11 Comments

Image result for pay packet

Is a youthworker really just paid peanuts?

No one goes into youthwork for the money, like many ministries, and vocations, pay is secondary in job satisfaction to the desire to change and make the world better for others in whatever that means, education, health or support. Where Nurses have campaigned rightly for pay increases and teachers too, the individual church based youthworker is rarely able to negotiate such an increase, neither are there national bodies that assimilate pay. I have realised also that one thing I have rarely talked about within these pages is money, the bottom line, the pay of the youthworker. Its not something to talk about in church culture, often as ‘our work is for Gods glory’ is often said. But families of the youthworker also need to live, and feel as though Gods work is fairly valued financially. But ‘how much should we pay the youthworker’ is one key question I am often asked, when helping churches write up a role and advert for employment, and usually their starting point is lower than what I would thought is appropriate, especially as it doesnt usually include housing, utilities, moving costs etc.

But maybe the lid needs to be lifted and there needs to be a conversation about it. But, not for the first time in the last 10 years I find myself trawling through the job pages of the various employment pages and sites for all the main youthwork employers, and there’s a few things in terms of pay that have stood out. In my posts on this site on youth ministry and management (see the categories) I talk about many things, strangely not pay, salary and the costs involved in employing a youth worker in the current day and age. Often its not money that causes a youth worker to leave a post, more the internal politics, but I am hearing stories of how low pay is a large cause of stress for youth worker, especially in church settings. So maybe it is time to have that conversation.

The first thing I was thinking about was whether anything had particularly changed in regard to Church youthworker pay, especially since the professionalisation of youthwork. Like a good hoarder of resources I have copies of ‘YouthWork’ Magazine from a variety of dates, spanning 1997 to 2017, strangely the time when i was most likely to be in receipt of free copies, and when i was most directly involved in youth ministry, working for a church or a youth ministry organisation.

So, here is a quiz for you.

Below are job adverts for roles advertised in Youthwork Magazine over a span of 20 years. You have to try and guess which year they were advertised, based on the role advertised and the pay being offered, good luck ! ( write your answers in the comments section)

1.

2.

3.

4.

5.

6.

7.

8.

9.

10.

Please write your answers in the comments below 1-10. And i just want the year you think the role was advertised, and it could be anytime in the last 20 years. Studious readers or editors of youth work magazine might recognise changes in type, but otherwise please just give them a go.

I have tried to find church based posts that are all relatively similar in terms of full time, and their nature. All of them are based in England. Most suggest qualifications, experience and working with young people on a regular basis.

Without giving any of the game away, in terms of which decade some of these were, there does need to be a conversation about the worth of a youthworker in a church, and how this worth is linked to their salary. If there are nurses in the UK who are in need of food banks, then i wouldn’t be surprised if there are youthworkers. What is clear from the examples above is that pay for what seem similar roles has fluctuated from 10,000 to ‘a package up to 25K’ in that time period, and this may have a number of other factors, the pay of the senior pastor, the pay that the church can afford, any other local or national pay scale within a denomination.

In the last few years there have been national changes to minimum an living wages that may have had a knock on effect on the amount being paid to youthworkers, hoping that they might be paid above this for the roles that they do, though with the expectation that some roles may be up to 45 hours per week, this is unlikely. Some roles on the Job Search site for YCW magazine currently are above £20K, but others only advertised on denomination websites are only £16-£18K. And i do mean only.

Because, given the price of rent, food, bills, internet, gas elec and the rest, this kind of salary is only for the single person renting somewhere small, or where this wage is not meant to be the main one in a family, therefore making family life very difficult (one person working for that wage and long hours, with partner also working full time) . Or a student. It is a statement that youthwork is only a first step career, not something for the experienced. A stepping stone to ‘real’ ministry. And that might not be the intention, but its what is possibly implied by low salary rates.

Maybe I protest too much. Maybe churches shouldnt keep up with the rising costs of living in many areas of the UK (even in the north east house prices and thus mortgages have gone up 3x at least since 1997) , but very few youthwork salaries have done so. Some are less than they were in 2005.

When it comes to paying a youthworker appropriately, there are many factors to consider, and these arent going to be repeated here, such as experience, qualifications and the role expected, and how it might involve managing, coordinating or training. As i said, there is more to employing a youthworker than just pay, and this post describes the minimum requirements for doing so , but pay, when this is linked to the well being of the worker in a situation, and says something (not everything) about the value of the work being done, and the recipients of that work ( ie young people) is important. Even if its something that at times we might find difficult to cope with.

And if a church doesnt want to keep increasing pay to reflect life in modern Britain, then there have got to be other innovative ways of making things work, such as paying utilities, or housing, or something else.

But what is a reasonable amount to pay a youth worker – does anyone know? If you have struggled with money as a result of being in a youth worker role, then privately do get in touch, and if you want to share your story you can do so as a guest post, i am sure others will want to hear. I am not sure Ill be able to help in any way in your situation, but if sharing it helps then you can do so here.

Whilst ive raised this subject – and if young adults and children really are important, what might be some of the solutions to the inconsistencies or low pay for jobs even currently being offered. There is a premium on youthworkers, there arent too many around, but it doesnt work like supply/demand to keep wages high like the issue is in housing. There are national agreed pay scales for some, though these are guidelines. I am not aware of any national denomination which directly contributes funding to local youth work posts, but there might be, because it would be politically awkward. Theres not going to be any quick solutions to this issue, a problem in some areas.

Maybe a youthworker in a job in the current day and age just needs to be grateful and shut up about their pay. hmmm…

One question might also be, what might a church be more likely to invest in, instead of using this to pay for salaries?

Anyway – your answers to the adverts above – what was the year?

Did you write your answers down – no cheating now… Here they are:

  1. 2005
  2. 2004
  3. 1997
  4. 1998
  5. 2004
  6. 2005
  7. 1999
  8. 1998
  9. 2004
  10. 1998

We need to talk about Clergy/Youth worker line management (Part 4) – what to do when it goes wrong

On By JamesIn Context, Discipleship, Youthwork, Youthwork managementLeave a comment

It is easier to talk about the reasons why a line management relationship goes wrong – its more difficult to suggest ways to rectify it!

In parts 1-3 of this management series (links below) I identified a number of these factors. Most of them come down to expectations, and these are widely talked about . However, there are other reasons why the relationship may start to break down, it could be personality, it could be a change in management style – from laissez faire (damaging in itself) to more directive (ok, but the change can be challenging). There can be other complications. Without going over old ground, the breakdown in this relationship is one of the key reasons a youthworker leaves a post. (outside of funding)

So, If its established that there can be issues within your relationship with your line manager (and if you’re a clergy reading this, with your youth worker who you are managing) what can be done to rectify, and reconcile when things start to go wrong… I realise it depends what the situation is.. but these are some of the things that can be put in place to help create a structure that can help before the event of any issues: 

  1. For both Church and Youthworker to establish that a known 3rd person will be given the responsibility of stepping in if needed, but prior to that point they can be the essential professional supervision for the youth worker for them to receive external critical reflective supervision on their practice throughout. If a youthworker tends not to request, ask or suggest this, then they’re turning down opportunities for further learning and reflection, yes as a church you may/will need to pay this, but it will pay off in the long run. This person may not need then be imported in for a crisis, but has been hopefully part of the ongoing conversation and may have been able to suggest, critique, questions and guide the worker through any issues in the ongoing. external supervision is critical!   (If I can be of help to supervise a worker, click the link above and it might be arranged )
  2. Spend time negotiating aspects of the structure of your line management relationship, including venue, frequency, agenda, management style ( directive/coaching/support) , and expectations. All in the first few weeks. In addition decide how feedback will be given, and what the process will be in receiving both positive and challenging criticism (there will be some) and how this will be handled.  Clergy, it is your responsibility to prioritise line managing your youthworker, the more they keep nagging you to meet them, the less committed it feels to them that you are about them, their ministry in your church. Forgive the directness. It needs to be said.
  3.  Have a discussion about time, and what time off, time in lieu, annual leave, working days will all look like, and what ‘time off’ activities are ok. Nothing worse that great youthwork on a sunday evening being overshadowed because the congregation have expectations that the youthworker shouldnt be visiting local pubs, or that their day off it is ok to help at the church fete. This is important.
  4. Can the two of you spend any social time together, that isnt church, or to do with work/ministry- it might be helpful… just a thought?

So, get some of this sorted – what to do when things start to go wrong? 

At the risk of sounding like an amateur relationship counsellor, and I am really not. I am also aware that I have not done these things, when i should have, or done them when i shouldnt. It is worth recognising, if the situation is appropriate to do so, that conflict can be a good thing if it is handled properly. Sometimes conflict can be the ‘storm’ before a new negotiated relationship which can flourish, and I know this is especially thought of in Tuckmans Group stages, sometimes it could be applicable to a one to one relationship, it is widely appropriated in mentoring relationships, so a line management one might not be too different, albeit some of the dynamics might be very different. Just worth trying to find resources and theories from elsewhere or group/mentor processes & changes.

  1. Arrange to talk directly with the person. Where this is possible. Yes each party might have a trusted 3rd person, so the practice supervisor, partner, area minister type person. But subsequent to this, each of you has to take responsibility for the care, nuture and attention to the relationship. What i would suggest is after talking through with someone, then write down on paper your personal reflections of the situation, including what you have felt, and how you would like it to be different. Pray through your reflections, give them a day or so to untangle a bit, and then arrange to meet up and talk about the relationship with the person. This is not going to be easy.  The few days space might help. writing things down will also. Through this kind of conversation, which might be on both sides, then renegotiate the relationship, expectations, guidelines, style of management, and revisit the ‘trigger’ points every few weeks.
  2. Avoid bottling things up, so that the list is very long. Keep short accounts, meet often.
  3. Dont gossip. So dont moan to the rest of the church. Gossip is speaking about the issue to anyone who you have duty of care over, or who is in a lower hierarchical structure to you in the church. With the exception of your spouse/partner.  Dont even gossip like this: Image result for gossip
  4. Avoid demonising the other person, its no excuse for bad practice, or pastoral, personality inadequacies, but its very likely that your line manager hasnt been trained to know what to do. However, if they as a clergy are unable to give you what might be pastoral, educative or spiritual direction (almost the absolute minimum or ‘default’ for a Minister, surely..?) , because of personal rudeness – then this is a more significant issue.  They might not know ‘how to manage you’ . Regardless, demonising them really doesnt help. They are a fallen child of God like you, and you could be two people collaborating on the ongoing task of Gods redemption.
  5. Call in the third party, someone who has been around all throughout, or someone new and independent. That third party might also be able to ask questions, and help solve some of the issues. Though personality clashes, serious breakdowns might be harder to fix.
  6. Dont Compare. There is no such thing as a perfect line manager/clergy relationship. Someone else down the road might be in a bigger church with great resources, but that doesnt mean that their management relationship is anything to write home about.
  7. Try and get a bit of perspective, this is on both sides. There are some issues that require a huge reaction- these are when on either side our personal/vocational dreams and goals havent been met or we’ve been let down. But even then, there is perspective, and will the reaction we give to something cause more damage than what the original issue caused?  Sometimes yes. Sometimes we are right to fly off the handle. We feel injustice, pain or annoyance by being unfairly treated, maligned or how young people are. Image result for fumingThis happens often, very often and its painful. There are ways to pay it forward, to show wisdom, and realise that other people have been socialised in churches to act and speak in such a way, and have got away with it.. no excuses, but often other people wont realise it. none of us are perfect. no not even the youthworker.
  8. You might need to make an official complaint to their boss. So the moderator, Bishop or someone equivalent. Bad luck if you’re in a church where all the power resides with the minister and theres no higher structure that has any influence. It is ok to complain. This is better than gossip, moaning or demonising. Complaining gives it to someone else to act, and shows that you are serious about wanting things to work out with the person. It is a cry for help, and one that shows some maturity. But most of us have no idea who to complain to….

There are no easy suggestions here, because the line management relationship can be frought at times. Both people have expectations, dreams, personalities, might like to manage/be managed in a certain way, have skills, gifts, vision that might all be different to each other, or not find resonance in the space of the church. It is tempting to just forget the line management relationship, given that our relationships with parents, young people and school teachers might be deemed more important. But none of those relationships will be the cause of you leaving a post (unless there is inappropriate behaviour) the relationship with your line manager is likely to cause you to lose more sleep over. For some reason and maybe because of its structural and spiritual importance in the life of the church, it causes more difficulty.

None of any of this is intended to sound as If i have done all this correctly, in similar situations, i really havent. I have been able to help others by being a supervisor to them and discovered that there are so many issues that can be the cause of issues in this relationship. If there isnt a solution, then one of the parties might have to leave. It happens. If the situation causes oppression, damage, pain and degrees of emotional, spiritual, psychological abuse & manipulation, then do seek counselling, do make a complaint and protect yourself, you are more important than your ministry. If this is you reading this, in such a painful situation, then seek help, you are not alone, find a youthworker on social media to talk to, if you dont know anyone, or even send me an email. But seek help, professional help and counselling also. Now for the majority, hopefully it isnt such a difficult situation, but for one or two of you it might be.

Please do share any other ways that the issues in line management relationships can be resolved, and what you have found to be helpful.

 

The Previous three articles in this series are here:

Part 1- Lets start this discussion

Part 2- What to negotiate

Part 3 – Managing expectations

Please do get in touch via the menus above, if I can be of help as a professional supervisor for you.

‘that the young people in church wont leave’ and 9 other expectations when the youthworker arrives.

On By JamesIn Youth ministry, Youthwork, Youthwork management1 Comment

My last two posts have created a bit of interest. In each of them I have described and discussed some of the challenges, and solutions to aspects of the line management relationship between Clergy and Youthworkers. What has become clear, in the dynamic of the relationship, in the context of the local church, is that one of the most significant contributor to issues in it is expectations. Quite obviously there are not just expectations between Clergy and Youthworker for the relationship between them, but also thrown into this the expectations that the local church (or churches in an ecumenical project) might also have. So, in the best of traditions, what might be some of the implicit and explicit expectations of the arrival of a youth worker to a local church.

10 Expectations from the Church congregation of the Youth workerImage result for congregation clipart

  1. That the young people in church wont leave.
  2. That the young people in church wont leave
  3. That the young people in church wont leave
  4. That the young people in church wont leave
  5. That new young people joining the youth group wont cause the young people in church to leave.
  6. That the young people in church will now become great leaders
  7. That the youth group will grow, without causing any upset
  8. That the youth group will grow with adding to it young people from the local housing estate, after all, all the young people are the same, they all know each other, and this should be all great mission work.
  9. That the youthworker will be busy during the term time and wont mind using their annual leave to take the young people to soul survivor (whilst parents get a week abroad without the kids)
  10. That the young people in the church wont leave the church.

For those of you who thought I am just being anecdotal or humourous – a recent piece of research from the Barna Group also highlighted that safety and discipleship were top priorities for parents, the full report is here: https://www.barna.com/research/pastors-parents-differ-youth-ministry-goals/

5 Expectations that the Church Congregation have of the Clergy line managing the youth worker

  1. That the Clergy can deal with the youth worker without any help
  2. That the Clergy will not allow this new youthworker to make any significant changes
  3. That the Clergy will ensure that everything that normally happens will now be able to have young people helping at it – thatll be nice
  4. That managing the youthworker wont take any extra timeImage result for clergy clipart
  5. That the Clergy will be able to use their authority to ensure that the youthworker fulfils the congregation’s expectations.

 

12 expectations that the Clergy have of the youthworker they now manage

  1. That they need little day to day managing
  2. That they will be honest about challenges
  3. That they can start working miracles with limited resources and volunteers
  4. That they wont upset the apple cart
  5. That they will be able to deal with & be satisfied with the congregations expectations
  6. That one day theyll also be in ‘real’ Ministry
  7. That they will give them more time to do other things, as they used to do the youthwork themselves
  8. That they will be able to get the young people to do the ‘odd’ service
  9. That they will be able to reconcile difficult relationship with the local school
  10. That they will be able to inspire the congregation to participate in mission activities with young people
  11. That the youthworker will take responsibility for their own self care.
  12. That the youthworker will be able to keep up and be relevant in every form of technology all the young people are using. Image result for expectations vs reality

 

10 expectations that Youth workers have being managed by Clergy

  1. They will gain Spiritual insight, direction and be guided by a ‘wise’, gentle hand
  2. They will enjoy having lots of space to get on with things
  3. They will have someone on their side in PCC meetings
  4. That itd be a relief compared to being micro-managed with targets and numbers in the old job at the council
  5. That their new line manager wont change as often
  6. That the Clergy will have lots of time for them, give constructive, wise feedback
  7. That they might be contributors to the churches ministry, vision and strategy
  8. That the clergy might be a shield from the congregations expectations.
  9. That the clergy will stick up for them when they decide to be creative or develop new strategies or approaches for Mission
  10. That they’ll drink alot of tea and eat cake.

Im sure I have missed a few from here, because there are expectations Youthworker have of their role ( ie that the Job is what was presented to them, and they can actually do it), and that the timescalImage result for expectations vs realityes of these expectations are not prohibitive, unrealistic or controlling.

Im fairly convinced though that there is no point talking about clergy line managing youthworkers without also considering the wider community of the church, neither is it to consider the whole dynamic without acknowledging the expectations, and strength of those expectations in all the directions. And thats before there might be expectations from the young people (of the youthworker).
It might be good to have some expectations, rather than none, but suggesting in the role description one thing and actually implying and expecting another could be tantamount to very difficult relationships ahead.

The previous posts on ‘we need to talk about Clergy Line managing youthworkers are here: http://wp.me/p2Az40-Sj (part 1) entitled ‘does a youthworker need to be managed?  and here is part 2; http://wp.me/p2Az40-SP on negotiating the expectations and management relationship.

In a response to this post Jenni Osborne wrote the following excellent piece, on where these expectations come from: https://jenniosborntraining.wordpress.com/home/blog/

 

How to Manage a youthworker; a note to Vicars.

On By JamesIn Context, Youthwork, Youthwork and Theology, Youthwork managementLeave a comment

Between October 2000, after just moving into our first house, and August 2001, Lynn and I were waiting in expectation for the arrival of our first child. It seemed a long time at the time, it seemed an odd but also expectant time, especially compared to the couple of years post wedding but BC (before children). In the 9 months we’d decorated a room, bought the baby grows, gone out in the evenings now and then (thinking that wouldn’t happen again for about 5 years) , obtained the car seat, push chair, moses baskets, as well as thought about the change in work hours, income, child benefits. Its funny looking back, now that Anna is 14, and thinking about how much we tried to get ready for her arrival. Got all the practical things ready, items, space and finances, but did we once think about going on parenting training ?  oh no, we just accepted this expectant arrival and made up being a parent as we went along. Its funny, though, because as soon as we got a baby, lots of other people suddenly became the expert in how to react and cope with a baby, from discipline, to rashes, to coughs, to when Anna fell down the stairs. Without meaning to, everyone became the expert. Yet we were the novices, albeit we’d been Uncle and Aunty to neices and nephews. Could this be different?

So, for a few years you’ve been planning to get a youthworker or childrens worker, or community worker into your church, or paid for by your church. You’ve figured out a job description, given your local needs and ambitions, you’ve recruited, obtained funding, policies, an interview panel, maybe even figured out some accommodation, a car, made some links with local schools, or the police, or sports clubs. As importantly you’ve got them a laptop, a phone and an office space, and even a small group of volunteers who have been keen to get involved in youth & children’s & community work, all this at the moment sounds ideal, seems a perfect situation. All going to plan, all items ready, and once the recruitment is over you’ve selected and recruited ‘The Youthworker’ .

‘The Youthworker’ arrives. Their due day happens, everyone is excited. The church, the ministry team, the schools.

You give them an induction, tour of the church, the old sunday school room, a not used but perfectly acceptable office that sometimes people use to photocopy something. Give them a few number of the local schools, a list of volunteer contacts and then promise to meet up a few times that week to chat about plans for the term, for the activities.

So far, so ok. Everyone loves ‘The Youthworker’ thus far. settled in, doing ok.

But you, something is slightly wrong. They need you, the church need you, to be ‘The line manager’ for ‘the youthworker’

What does that mean?  ‘Line manager’

Its a word a bit like other words, for the vicar ; Pastor, Minister, Visionary leader, Teacher – yes these fit into a frame of reference, and they were covered to one degree in Theological training. But ‘Line Manager’ what on earth is that? But the church look to you, and you used to be a sunday school teacher, or you did some youthwork as a curate, in 1987.

So you try to figure it out as you go along, sometimes you have a chat with ‘The Youthworker’  especially early on. You encourage them by saying that the youth group went well, you dont know why it went well, or how it went well, but one of the parents said their child took a friend, so yes be encouraging, you tell them the youth club went well. You spend a while then telling ‘The youthworker’ about some of the families in the church, and some other young people whom the church hasnt seen for a while, after all at least if you tell them then ‘The youthworker’ will be able to come up with a solution to solve this problem, after all youve tried a number of things already. You give ‘the youthworker’ some other pastoral issues arising from a different family, then as you’re about to ask about the youthworkers time off, the phone rings, its the funeral director about Fridays funeral, and you motion to ‘the youthworker’ to leave and that youll see them in a few weeks.

Hmm, not unlike trying to work things out as a parent – but what might it mean to line manage a youthworker?

One of the challenges of youth work in what could be considered the ‘faith-based’ sector is that Line Managers might have little experience of youth work itself as an approach, a philosophy , and not only that the youthworker might feel that they are ‘under managed’ ( Ord J, 2012: 158) (its possibly the reverse to ‘secular’ youthworkers)

So, without just moaning – what might be the solution?

  1. Most accredited JNC Christian youthworkers will have done a module on Youthwork management – so that they are ready to tackle management for themselves should they go on to lead projects. So, use the resource of the youthworker to ask how they would like to be managed. How often, what kind of questions would they like you to ask, might ‘the youthworker’ be able to design a form which you can use. The decide on the schedule, keep to it, and manage in the way that the youthworker requires for you to do. let them help you.
  2.  Have a handle on the work that they do, be present now and then to see them in action, if thats doing detached, or a club or an activity, let them know, but be interested in seeing how things happen with the youthworker, be interested in observing them, because you are also managing them, and will have to do appraisals, or review their probation.
  3. Find out about youthwork, ask the youthworker for materials, books or articles, so that you have an idea of what they’re trying to put into practice, and where you can get them to reflect theologically with you on their practice – after all this could be one of your strengths…
  4. You will need to consider the practicals, such as their holidays, their sickness, their TOIL (yes they should get time off for extra hours worked, even if you’re a workaholic) – and ask them, ensure they take it. Keep these records up to date, its your responsibility, as much as theirs.
  5. Give them opportunities to grow, reflect and create – whether thats retreats, vision days or team building – nothing worse than being the youthworker that isnt important on the staff team..
  6. Ask ‘The youthworker’ for some kind of report, one that isnt just about numbers of people, but progresses, reflections, personal challenges, so you have something you could have a conversation about, that they can share with you.
  7. To help you could form a small management group – consisting of people skilled in like minded professions ( teaching social work etc) which may help in a skills gap. Though youthwork is distinctly different.

If you still feel out of your depth to enable ‘The youthworker’ to professionally grow, after all, you’re not, and never have been a youthworker, then arrange for them to have external supervision, someone who can ask the challenging questions about their practice of groupwork, detached, or clubs.  It may also be that the way ‘the youthworker’ works, and thinks, and delivers activities, and gets young people to think, reflect and explore the tenants of the established faith view of the church is at a tangent to what you had expected or wished for. But yet, the young people love ‘the youthworker’ and the space for expression that they have created, is ‘the youthworker’ being provocative – or is this refreshing in a stable church that finds change and challenge difficult.. How might this challenge be managed and channelled to enable a spiritually flourishing community?  But what happens if you manage a situation like this, dampen down the youthworker and young people – what might be the end result?

Being a parent of a baby, or specifically Anna-Beth was and sometimes still is full of moments where i wish there was a golden handbook of being her parent, all ready to be used in times of emergency, or read and studied in those 9 months. Maybe managing a youthworker as a Vicar is similar, where do you go to learn how to manage someone who might be professional, theologically & theoretically qualified? after all- Management of staff probably didnt figure at Theological college, and NT greek doesnt transfer easily.

Where would you go for training in Youthwork Management – especially if you’re the type who wants to learn the theory. There are some courses out there. The MA in community work and applied theology at ICC would have been one such course, and it may run again in due time. There are others. There are people who may be able to provide training or guidance in this.

Of course it may be said the under management is better than intensive micro-management, yes agreed, but an avoidance of being an extreme alternative does not mean that you default to an invisible or at best a reactive role.  One of the main contributory factors to youth workers leaving their roles in the faith based sector were not young people (it never is), but the organisation context of the work ( ie the management and people/power structures of the church/agency) and lack of understanding of their role as youthworkers (Richards 2005:34). Good supervision, personal fulfillment and supportive colleagues were key contributors to keeping them motivated.

I guess its good to know all this from the outset. So here it is. supervise and manage them well, be supportive and create a environment to help them flourish and feel fulfilled, purposeful, challenged.  Maybe its not too different from parenthood after all.