One of the most difficult aspects of managing church employees is the inevitable reality that there will come a time when an employee needs to be terminated.
As Christians, we should be even more sensitive to how losing a job can impact an employee and their family.
This is coupled with the political fallout if the employee and their extended family happen to be church members.
Read the Full Article →Strategic planning is an important part of the creation, development and growth of any organization. Ministries that are interested in church growth are not exempt from planning.
Church planning helps the organization map out strategic steps to achieve its mission and vision.
Churches can experience a level of success without a plan, but those who invest the time and resources into developing a specific strategy and plan can achieve success at a much quicker pace.
Read the Full Article →Congratulations! Your church is growing and now it is time to hire some help.
It’s easy to say “let’s hire someone” but there are many things that need to be done behind the scenes to make sure you are ready for your new employee.
You want your new hire to start off on the right foot so take some time to think through the details to help ensure a smooth transition. Read the Full Article →
Most working adults can give at least one example of a time when getting things accomplished at work was slowed by bureaucracy and red tape.
Multilevel decision making processes slow productivity and can be a source of frustration for workers who are simply trying to do their job.
A church’s internal structure is intended to clarify lines of authority and to support work process flow – while eliminating duplicate systems – not to slow things down. Read the Full Article →
Part of the church strategic planning process is setting church goals and objectives.
Goals should be written so they are measurable and should be an outcome of the strategic planning process.
Goals simply map out steps to achieve a strategic objective and do not need to be overly complicated. But, implementation of goals does require discipline and a commitment to follow-through to completion. Read the Full Article →
Most managers would agree that managing under-performing employees is the least favorite part of their job.
We’ve all had them, the employee who just never seems to get things done within the time-frames that we give them.
Everyone is busy and chasing down an under-performing employee is not a good use of anyone’s time.
Managing employees who don’t meet required deadlines can be frustrating, exhausting and simply not fun! Read the Full Article →
Effective church management uses the performance appraisal process to help manage employee performance and achievement of ministry goals.
It is important to have well trained church managers and a structured process to document church employee performance and give performance appraisals.
An effective performance appraisal process can be a positive experience and help the employee see how what he or she does contributes to organizational goals. Read the Full Article →
Anyone who has responsibility for the work of others understands the unique challenges that come with managing people.
The good news is, God has provided us with a playbook to help us – the Bible.
I want to share 25 bible verses that I have personally used to encourage and strengthen myself when I had the responsibility of managing others. These verses are taken from the New King James Version at Bible Gateway. Read the Full Article →
There are not many people who will tell you (honestly) that they like conducting performance evaluations. But, performance evaluations, that are done right, can be a positive experience for employees, particularly if there is a reward benefit to performing well.
The performance appraisal process should be an ongoing system that climaxes with the employee evaluation and raise distribution. It should be a time of reflection, celebration and thinking forward. Read the Full Article →
