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I've looked at the causes, warning signs and remedies for staff burnout in the previous two parts of this series. This third and final installment wraps up the series by looking at volunteer burnout.

I think it's safe to start out by saying there are two kinds of tech team volunteers in most churches: those where one person does everything week after week and those where a mere handful of people do the same job week after week. It's actually uncommon to find a tech team that has enough people involved to have consistency in quality and a healthy rotation.

The superman/woman complex

The super-volunteer is the only person who can do the tech job. This volunteer stoically handles every setup. Super volunteers are the only people who know where everything goes and they have a stranglehold grasp on the position of "lead tech."

You know these volunteers. They think—or have been led to believe by a staff member who abuses this relationship—that they're the "only one." They are not and should not think so. Even if this person is the only person who can do it all today, that can quickly change with a few important steps.

Recruit like your life depends on it!

A technical team may have one or two "super-techs," but that only means you have more talent to train new volunteers. It does not mean that one person has to do it all and surround him or herself with a "team" of volunteers who merely serve coffee and bow before the super tech at appropriate intervals. Jesus said it best: "...For he who is least among you all—he is the greatest" (Luke 9:48b). Your top techs must be willing to step out of the way and let others get involved.

Training and rehearsals are mandatory

If you're like most people, you don't want to be made to look like an idiot. Yet we thrust new volunteers into the hot seats of mixing sound, running lights or running camera without adequate training. And guess what? They fail in front of everyone and want to run away from volunteering! Easing new recruits into ministry is one of the best ways to not put people on the instant-burnout track. Perhaps the best way to accomplish this is to hold monthly mandatory training sessions during band rehearsals. This low-stress environment allows people to experiment, succeed and even fail without serious embarrassment.

For the porta-church volunteers, rehearsal might have to be earlier in the morning during setup. If that's not possible, then create a mentorship program where new recruits help with setup and shadow experienced techies for a few weeks, share responsibilities for a few weeks and then have the expert standing next to them as their assistant for a couple of weeks.

When mistakes happen, have a plan

It's inevitable: techies make mistakes. It's going to happen, so part of your training is how to handle the unexpected. That may be a simple checklist for what to do in case of a power loss, how to reboot a computer and launch the right programs, where to go for a spare mic or batteries or even how to troubleshoot a video signal issue. The point is to not let the pressure of the moment get to the volunteers. And, perhaps most important of all, the team leader must take the heat.

Remember this, print it out and display it in the tech area: "All success is shared. All perceived failure is the sole responsibility of the team leader."

Give volunteers a break

Beyond setting up a rotation schedule that allows volunteers to focus on corporate worship, make sure you give your volunteers at least two months a year where they do not touch tech. I don't care how committed your people are or how much they say "but I like doing it" or "I don't need that much time off," do it. Balance is part of life, and I guarantee your volunteers will come back refreshed and even eager to get involved again! Volunteers are your greatest asset, so provide important down times for them to recharge.

Ease burned out volunteers back in

Some of your best volunteers may be hiding since the last major blow up. These people gave until they had nothing left and eventually walked away. Again, Jesus gives us the model to follow: "What do you think? If a man owns a hundred sheep, and one of them wanders away, will he not leave the ninety-nine on the hills and go to look for the one that wandered off? And if he finds it, I tell you the truth, he is happier about that one sheep than about the ninety-nine that did not wander off. In the same way your Father in heaven is not willing that any of these little ones should be lost" (Matthew 18:12-14).

Your first step is to sincerely apologize. Invite them back in on low-rotation basis and let them pick and choose what they want to do. In other words, prove to them that you don't just want to use and abuse them, but you are sorry (even if it wasn't your personal fault) and want them to plug back in and and help grow the tech arts ministry.

I've only scratched the surface in this short three-part series, but I hope you find these steps helpful in your church.

Anthony Coppedge

provides consulting to churches for developing and growing a Media Ministry, building teams, casting vision and even choosing the right equipment. He lives in Bedford, Texas, with his wife and two daughters and can be reached at anthony@anthonycoppedge.com.

Reprinted with permission. ©

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