Hiring employees can be a time consuming and expensive process.
We have talked a lot about the importance and process to hire the right employee.
However, it is also important to help staff acclimate to the new job, understand your expectations for them – with the ultimate goal of a long term relationship.
This is when a structured on-boarding process can help. Read the Full Article →
Church staff often wear many hats and juggle countless responsibilities.
Create job descriptions to help keep church employees focused on the most important tasks that support ministry goals and objectives.
Working for a church is very different than working for a business in that much of what gets done in church is tied to helping other people in times of need.
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 →
The volunteer application process is an important part of the volunteer experience because it speaks to the credibility of the organization.
An efficient process keeps the application information organized and makes volunteers feel confident about getting involved.
There are many pieces to the application process and each step should be part of an overall process that prepares for the next step.
The volunteer application packet should be assembled with the many pieces of information that the volunteer candidate will need. 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 →
It takes many hands to run a ministry and managing church employees can be every bit as challenging as managing people in any other business setting. This means it is extremely important to hire right – the first time. When it comes time to hire that new employee, take the necessary time to prepare to interview a job candidate. This simple step can mean the difference between hiring right or dealing with the fallout of a bad hire. 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 →
Churches that have the resources to hire employees strive to have engaged employees by providing a great place to work. One of the key indicators of engaged employee is competitive compensation. To keep salaries competitive, you will need to determine the annual average cost of living raise.
Churches use personnel committees to help determine appropriate and fair compensation for church staff. Read the Full Article →
Employees go to work with the intention of doing a good job. Knowing what the specifics of their job is helps them to do just that. Ministries create systems to help manage employees and the church job description is part of that system.
Employees need to know what is expected of them and who to go to with questions or concerns. Read the Full Article →
Change. This six letter word can either create panic or elicit excitement. And both responses depend on how the change is presented, communicated and validated. Change in the church can be a difficult thing to sell.
Members get comfortable, employees settle into routine and leadership often settles for the status quo.
However, change is necessary for a church that is growing, thriving and making a difference in its community. Read the Full Article →
