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: