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 →
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.
Appraising church leaders 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 →
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. Read the Full Article →
