FULL TRANSCRIPT
Welcome to the healthy church growth show podcast ep. 56. This is the last in this present series of the podcast until the beginning of August. You will hear interviews I recorded earlier this year with Andy Frost, from Share Jesus international on resources he has developed for churches to approach evangelism easily.
So, over the past few weeks, I have been talking about engagement of your staff and volunteers, why this important and what aspects you should be focusing on.
Last week in ep. 55 I discussed:
1. The PURPOSE OF A PERFORMANCE REVIEW?
2. WHO’S A PERFORMANCE REVIEW FOR?
3. WHO’S RESPONSIBLE FOR CARRYING OUT A PERFORMANCE REVIEW?
The recording is in the link for this week’s show notes.
To continue the subject of performance review today I’ll discuss the other subjects to consider.
4. HOW OFTEN YOU SHOULD A PERFORMANCE REVIEW SHOULD TAKE PLACE
5. HOW TO AGREE WHAT IMPROVEMENTS OR CHANGES ARE NEEDED
6. HOW TO RECORD WHAT WAS DISCUSSED IN THE PERFORMANCE REVIEW
HOW OFTEN YOU SHOULD A PERFORMANCE REVIEW SHOULD TAKE PLACE
In my time spent in human resource management, performance reviews were usually carried out on a 6-monthly basis. This period gives time for the member of staff or volunteer an opportunity to reflect and work on any issues which came up in the review. So, by the time the next review came round, the manager or team leader with the member of staff could discuss the impact of any changes over the last 6-months. I suggest 6 months is a good guide to aim for.
HOW TO AGREE WHAT IMPROVEMENTS OR CHANGES ARE NEEDED
Agreeing what improvements are needed in a performance review can sometimes be a bone of contention. Some of the reasons for this might be a new managers or team leader who may not be used to conducting a review. If you are in this position, I suggest you study the examples of Jesus reviewing his disciple’s actions, reactions, and responses to assignments. He often asked them questions. The best performance review sessions enable the member of staff or volunteer to address the issues raised, by asking them a question. For example, you could ask, “How do you feel you performed?” “What would you do differently?” When you ask open ended questions like that, you allow the staff or volunteer to address issues rather than you telling them what they’ve done wrong which Cn cause conflict.
HOW TO RECORD WHAT WAS DISCUSSED IN THE PERFORMANCE REVIEW
A template either printed or on a computer will have:
· the name of the member of staff or volunteer
· the department
· the date of the review
· date of the last review if there was one
· what actions were agreed from the last review (if this is relevant)
· improvements which have been made.
If you would like a template for a performance review, email admin@growthechurchnow.com and we’ll send you one.
LINKS
madgeobaseki.com
