“I don’t understand why the younger people aren’t helping with ministry needs. We’ve served our time! Now we’re old.”

Those words were spoken by a frustrated senior adult who had faithfully served in ministry for many years, yet, she lamented that no one from the next generation was waiting in the wings to relieve her. Many saints toil for decades and come to the same frustrating conclusion: the next generation isn’t there to carry the ministry torch.

It becomes easy for one generation to cast aspersions at the other. “They’re lazy and self-centered.” “They don’t understand what we go through.” This tension won’t resolve itself and will instead leave both sides frustrated.

So, what is the trick to avoiding this heartache and seeing ministry efforts embraced by subsequent generations?

Involve the next generation early.

That’s it.

God commanded the older Levites to retire early so that the next generation could bear responsibility for the care of the tabernacle.

“In regard to the Levites: From twenty-five years old or more, a man enters the service in the work at the tent of meeting. But at fifty years old he is to retire from his service in the work and no longer serve. He may assist his brothers to fulfill responsibilities at the tent of meeting, but he must not do the work. This is how you are to deal with the Levites regarding their duties.”

Numbers 8:24-26 CSB

This is a great example of a seasoned generation providing valuable insight and support to the next generation, who must take on the work. The retired Levite would likely be in the prime of his career. At 50, he has many worthwhile years to contribute, and valuable experience has replaced heady enthusiasm of youth. God commands his retirement, yet he may put on the supervisor hat for the next generation who will take his place.

We may find a need for a similar system. In ministry life today, we often find that the younger people aren’t filling the gaps of service to carry on the work of the ministry. In some cases, this happens because there is no system in place to intentionally create space and support for them to serve. 

Here’s an example of how this might play out. A person aged 50 is likely more experienced and capable than the 25-year-old. In a couple of decades, the older person may be less capable, and the younger person is gone. He wasn’t needed, so he left or has made other commitments. His 15-year-old has no model of service to follow. The now 70-year-old wonders why no one is there to carry on the work and begrudgingly continues.

Let’s change the story now. If the 50-year-old invites the 25-year-old to help take on the role, the 25-year-old – who, let’s face it, is more likely to say yes and feel excited to be needed for something important at that age – can gain experience for a few years with an excellent advisor. When that advisor is 70, the work has carried on well for a couple of decades and can nudge the now 45-year-old to consider whom to tap for future leadership.

It is less about the capability of the 50 (or 60 or 70) year-old and more about the continuity of the work that God has called His people to carry out.

What is your church’s strategy for involving the next generation in the work of the ministry and the development of future leaders?