Working with church leaders has helped me recognize quite a few need help when managing employees and often feel vulnerable when asked to “assess” employee performance. Many are challenged with trying to manage the day-to-day operations of a ministry and keeping employees focused on those things that are most important to church strategy.
Many church leaders dread the annual performance appraisal process, partially, because it’s a time consuming process but, more commonly, because they don’t have the training or expertise to assess employee performance painlessly. Christians are programmed to feel uncomfortable giving honest feedback. This is because they fear a perception of unchristian-like behavior. This fear creates an internal conflict that results in avoidance of those difficult conversations.
I recently released my new book, Church Staff Evaluations: A Guide to Performance Appraisals that Motivate, Develop and Reward Church Employees with the hope that this book will provide the tools to not only make the performance evaluation process easier, but also the insights that can help to create a positive appraisal experience.
Anyone who works for a ministry understands the unique challenges that come with managing church employees. However, when employers manage with fairness and objectivity, the employees will feel more engaged with the church and go out of their way to create a positive experience for those people (employees, members and volunteers) they serve.
This book is a quick read and has six chapters. Each chapter progresses toward the ultimate goal of recognizing and rewarding employees for contributing to fulfilling the church’s mission. This includes identifying employees who may not be performing at desired levels and then finally tying it all to the pay raise process.
At the end of each chapter there is homework to complete which will help you to progress through the book seamlessly. The goal being for you and your team to develop a customized process to manage the people God sent to help you!
Chapter 1 – Why Managing Performance Is Important
In chapter 1 we lay some groundwork and introduce some theory about why managing performance is critical to achieving church objectives and what the specific advantages are to having a structured process to manage employee performance.
Chapter 2 – Setting Goals
Chapter 2 walks through the process of developing church goals and discusses why specific goals are so important to help move a church forward. We then walk through creating goals that are measurable and assigning accountability to someone to ensure he or she understands and completes the tasks.
Chapter 3 – Creating Performance Appraisal Form
In the chapter 3 we describe the process of developing a performance appraisal form that conforms to your church’s values and employee responsibilities. This includes an example of a performance appraisal document that you can use as a template when you create your own form. A modifiable copy of this document is available here.
Chapter 4 – Performance Appraisal Process
In chapter 4 we get into the specific process of delivering a performance appraisal. This will take what we have so far full-spectrum – from writing goals, setting expectations, monitoring performance and putting it all together for that annual discussion. The goal of this chapter is to help the manager learn to create a positive experience for both the manager and employee.
Chapter 5 – Scoring and Attaching Performance Appraisals to Raises
In chapter 5 we take the performance appraisal forms that we created, score them, rank employees and learn how to tie the scores to raises. This will ultimately become a tool to objectively reward your best employees.
Chapter 6 – Employee Engagement and PA Process
Finally, in chapter 6 we discuss the importance of employee engagement and discover how the performance management process can become an important part of helping employees understand why their job is important and how it supports organizational strategy.
I hope you will add this book to your reading library and take the time to work with your team to create a systematic approach to assessing and rewarding employees.
To access the book on Amazon, click here.
As always, I love feedback so please drop me a line and let me know how you like the book and how I can improve the content for future editions.
God bless you for all you do!