Hopefully your church has developed goals for the year. Your job as church leader is to help your team manage challenging church goals.
I recently read an article about a study that uncovers an interesting result of goals that are perceived as being too difficult to attain – abusive supervisors.
This study reveals that when unattainable goals are set, the stress and pressure on supervisors to achieve those goals, increases. And it is the employee who pays the price. Read the Full Article →
There are not many people who will tell you (honestly) that they like conducting performance evaluations.
However, performance evaluations, done right, can be a positive experience for employees.
Particularly if there is a reward benefit to performing well.
The performance appraisal should be the final step in a process that climaxes with the employee evaluation and raise distribution.
It should be a time of reflection, celebration and forward thinking. Read the Full Article →
Feedback is an important key to learning. And, managers learn from employees who can be honest about the work environment.
One way to learn this valuable information is by simply asking the question.
Many organizations use employee self appraisals as a tool to gather feedback information for managers.
While a little scary to administer, this tool can reveal employee perceptions about the workplace, how it is managed and provide suggestions that could be used to improve the worker experience. Read the Full Article →
Fulfilling a church’s mission requires taking the time to develop a strategy, planning the steps to get it done and management of the process. Implementing church strategy takes focus!
Managing the process requires identifying who needs to do what, by when and holding them accountable for what they are responsible for doing.
Since we are all human, it is common for managers to make “errors” when assessing employee behavior and writing performance appraisal documents. These rater 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 →
Managing a church staff is no different than managing employees in other environments. Learning best practice tips for managing church staff from others can help!
All employees desire the same things when going to work – regardless of job title or industry.
They want to know what is expected of them, they need to be given the tools and resources to perform their job and they want to be recognized and rewarded for meeting expectations and achieving business objectives. Read the Full Article →
