FULL TRANSCRIPT

As a natural progression to developing relationships, today I’m covering staff & volunteer development, specifically their progression in the role they are carrying out. As usual this series are practical. I suggest you get your pen and note pad to take some notes! Also, if you have people who report to you, share the link to this episode with them so they can listen.

As far as team & staff development goes, you might be familiar with the terms one-one, feedback, evaluation, or performance review. If you’re not familiar with those terms, a performance review is where you talk with an individual on a regular basis about their performance.

Staff and volunteer development has always been an important matter to address. But, in these uncertain times, it’s even more important to ensure we keep our staff and volunteers engaged and willing to contribute to our overall goals. As a biblical reference I suggest studying Ephesians 4: 12.

There are many advantages to providing staff and volunteer development. If a review is done well, your staff or volunteers can see how they started in their role in your ministry, church or business and what progress they’ve made over time. An evaluation or performance review provides a road map showing what worked, and what improvements are needed. It’s a great opportunity to honour people’s efforts and provide guidance which are also motivating factors. This is especially important where people are volunteering because as a performance review can act as a non-financial motivator. Another advantage in carrying out a performance review, is you’ll find out about people’s hidden gifts and talents. Their gifts and talents may differ from the role they are carrying out in your church. You might find through a review that they are better serving in another department or role such as leadership! An added value for your volunteers is the skills they learn in your church or ministry might be transferrable and can be added to their resume.

There are 6 points to get the best from your staff and volunteer performance review. I’ll only cover 3 in this episode.

Today I will discuss:

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 performance review is for ALL staff and volunteers. That is from ordained and un-ordained leaders, any staff level and all volunteers.

· Basically, everyone should have a performance review. I recommend every six months as it provides an opportunity to address any issues identified and make adjustments before the next review.

· The person who manages the staff or volunteer or you oversee a department, would ensure you programme a review on a regular basis.

Next week I will discuss:

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

LINKS

madgeobaseki.com

Ep. 54 Developing Relationships - https://anchor.fm/healthy-church-growth-sho/episodes/Engaging-Staff-and-Volunteers-DEVELOPING-RELATIONSHIPS-ep--54-e126drb