Every year Kentucky Baptist Mission Board staff members undergo a performance evaluation process. Each KBC team member completes a “self-evaluation” form and submits it to their supervisor who then reviews that form, fills out their own evaluation and meets with their team member for encouragement and feedback.
This annual process provides an opportunity to encourage good work and point forward for continued growth and improvement.
Every ministry leader needs the opportunity to hear from those who lead them as to how they are doing and what they can do more effectively. We each need ongoing support and encouragement to show we are on the right track, and we need to be challenged in areas of potential growth or in ways we can more fully utilize our gifts and abilities.
Unfortunately, many churches and ministries do not have a formal evaluation system. This lack of an intentional plan does mean that evaluation isn’t happening – it is. It just means that it is happening informally and is often not helpful for growth and encouragement.
How can pastors, elders and ministry leaders implement a healthy performance evaluation system in their church or ministry that helps church staff and ministry team members thrive in their roles? Here are five suggestions:
1. Start with yourself: As a pastor, I always wanted to know how I was doing – I think everyone does. Pastors and ministry leaders benefit when there is a formal system that evaluates their work according to a written job description and agreed-upon ministry priorities. Help your church or organization consider what an annual performance assessment could and should look like and move toward implementation.
2. Require it for staff: If you lead full-time or part-time staff members, put a system in place to annually evaluate their work. Determine a specific time of year when the performance evaluation will be conducted. Ask the same questions for each person evaluated, and make sure the evaluation is consistent with a written job description and agreed upon goals and priorities.
3. Put it in writing: There is great value in providing written encouragement and challenge for team members. A formal document showing church staff or ministry employees where they are excelling, along with highlighting growth opportunities, is something an employee can look back on for future reference. It can also protect a church staff member or ministry employee when one individual in the church or ministry may have an axe to grind against them.
4. Provide both encouragement and challenge: Some of us are good at offering encouragement, but weak when it comes to challenging our people to greater ministry effectiveness. Others are good at challenging those we lead but fail on the encouragement of our team. Some leaders are even guilty of saying, “Why should I thank someone for doing their job?” The most effective leaders strive to do both – encourage and support their team members while challenging them to give their best for Christ. An annual performance assessment process is an opportunity to do both well.
5. Address ongoing issues in a timely manner: Don’t wait for an annual performance evaluation to address ongoing issues. If a team member is consistently late for work, misses deadlines or is unkind to coworkers, those issues need to be addressed in the moment, or at least soon after. Correction happens in the moment – direction happens through your annual performance evaluations and during other regularly scheduled meeting times.
Everyone needs a win in their work and ministry. Make sure that you are seeking to point out wins during your annual performance evaluations as well as challenging your team members to keep growing in their work and stretching themselves in their service to Jesus and His people.
Dr. Todd Gray 