Churches use teams in every area of ministry.
Think about all of the volunteer groups that make church happen!
In addition, internal work teams help to plan and organize.
These teams are how work gets done and contribute to the success of the organization.
Influencing a group of people to work together, in harmony is what leadership is all about. Read the Full Article →
People who work for churches do so because of a calling and deserve the same compensation as someone working in any other type of organization.
Churches that are large enough to have a paid staff should intentionally consider the pay and benefits their employees receive.
Church boards should develop a compensation strategy that lines up with the overall strategy and mission of the organization. Read the Full Article →
Providing generous benefits for church employees is part of a strategy that is used to attract and retain key employees.
Benefits vary greatly by organization and can be as simple as health insurance for church employees to as complex as flexible work schedules or on-campus day care.
Benefit packages come in many shapes and sizes, depending on the industry and the size of the organization. Read the Full Article →
Managing church employees is every bit as challenging as managing people in any other setting.
A church is only as strong as the people who do the work and weak employees can affect the customer experience and the ability to meet objectives.
Having a strong church staff requires:
“Get the right people on the bus, the wrong people off the bus, the right people in the right seats and then figure out where to drive.” Jim Collins – Good to Great
Getting the right people on the bus involves a great recruitment strategy that includes screening, interviewing, orientation and training. Read the Full Article →
Churches have a business model that is very different from other organizations. Members fund the operation, volunteers do the labor and employees facilitate the process.
This model creates a unique employee experience which merits focus, attention and care.
People who work for a ministry do so because they feel called. This calling gives them the grace to work through the many challenges that come with being a church employee. Read the Full Article →
Hiring employees can be a time consuming and expensive process.
While it is important to hire the right employee, it is also important to help them acclimate to the new job, understand expectations and stay with the organization.
Many organizations create an on-boarding process to ensure new hires quickly adapt and are ready to take on the challenges of the job. Read the Full Article →
The fact is no one bats 1000. In baseball this means the batter gets a hit every time he goes to the plate – an unrealistic expectation.
In business, it means every decision is spot on and every hire is great.
Unfortunately, we are human and with that humanity comes imperfection – which sometimes results in making a bad hiring decision. Read the Full Article →
The last couple of years have been financially challenging for many churches because of the toll the recession has had on donations.
This has unfortunately, resulted in salary freezes or minimal pay increases for church employees.
These 2016 average salary pay increase projections will help you plan!
The good news is, church donations are on the upswing again and according to a Barna study, giving is up again. Read the Full Article →
Appraising church leadership is just as important as appraising church employees and accountability for achieving objectives is what drives performance.
Church leadership should be evaluated the same way employees are and given measurable targets to achieve.
Goals are only as effective as the person who is responsible for achieving them and completing church goals should be a condition of employment and leadership rank. Read the Full Article →
Since we are all human, it is common for managers to make “errors” when assessing employee behavior and writing performance appraisal documents. These errors are reflective of our unconscious biases toward the employee.
These biases can give an employee an unfair advantage or disadvantage over others in their peer group.
The book, Human Resource Strategy, defines rater errors as being reflective of our imperfect judgment of others. Read the Full Article →
