Advice for Conducting Effective Job Performance Reviews

November 17, 2008 — 1 Comment

I’ve been blessed with a great staff here at Journey Christian Church.  I love serving with each person on my team and I’m excited about serving with them for a long time.

To that end, today I’m starting their job performance reviews.  This process is important, but a little awkward since the members of my team are also my friends.  I know this awkwardness is not limited to the Church world, but I do sense that it’s more common in churches than in the corporate world.  I also know that this process will become less and less awkward as our church staff increases in number.

As the team leader, I will conduct these performance reviews.  These bi-annual performance reviews are important to me because I want each member of my team to feel valued, to receive a detailed–and timely–evaluation on their performance, to have the opportunity to share their concerns/visions/questions/etc. directly with me, to have their benefits and salary reviewed (at our November review), and to have a chance to focus their efforts on our common vision.  

Today, as I was preparing for the first staff review, I found an article that offered some great advice for giving effective performance reviews.  Here are 9 steps for giving an effective performance review:

Step One

Be sure that your employee has been given a job description and knows what he or she is being evaluated against.

Step Two

Let the employee see a blank copy of the evaluation form and have him or her fill out performance ratings.

Step Three

Set up a time and place to meet so that you’ll have privacy and quiet.

Step Four

Set aside at least an hour, even though you might not need it.

Step Five

Outline your goals for the evaluation – to improve the employee’s performance, reward good performance, establish new performance expectations, receive feedback or other goals.

Step Six

Avoid doing all of the talking. Ask questions and let the employee tell you how they feel and what they need.

Step Seven

Offer the employee the option of writing an alternate point of view for his or her file in case of disagreement.

Step Eight

Do your best to put the employee at ease, or anxiety will keep him or her from hearing what you say.

Step Nine

Avoid focusing only on areas that need improvement. Every employee wants and needs to be praised, so spend just as much, if not more, time describing what he or she is doing right. This is crucial to keeping a good employee around!
Here’s a link to the rest of the article: How to Give an Effective Employee Evaluation |

One response to Advice for Conducting Effective Job Performance Reviews


    Although step two is a valuable step, I do not recommend that it be used to exclude the manager from doing the same thing. As much as you may be apprehensive about performing a performance review, it is a valuable time for the employee to know what you think.

    Although they are your friends, they know you are their manager, and they also know they need to adapt in some ways to follow your lead. The performance review is the last best opportunity for you to communicate with the employee on what they are doing right, and otherwise.

    One more thought. If the employee wants to talk, then listening is important. But the review is still a success even if you end up talking more than listening. The employee values that too.

    I’ll be praying for you guys.

Leave a Reply

Fill in your details below or click an icon to log in: Logo

You are commenting using your account. Log Out /  Change )

Google+ photo

You are commenting using your Google+ account. Log Out /  Change )

Twitter picture

You are commenting using your Twitter account. Log Out /  Change )

Facebook photo

You are commenting using your Facebook account. Log Out /  Change )


Connecting to %s