How did your annual review go? Did it even happen?
The end of the year is a great time to meet with staff to review the previous year, dream and plan for the next year, and discuss career goals and compensation plans. Just like Christmas is an event on our calendar that causes us to shift gears and refocus on family, the annual review can be an opportunity to refocus on an employee’s contribution to the organization.
Healthy things aren’t stagnant, they go through different seasons and challenges. If your culture is lacking celebrations and/or difficult conversations, development plans and/or promotions, you may be setting yourself up for some challenges.
Here are things to consider, whether you want to hop on late in the game to review 2024 OR you want to start mapping out your end of year review for 2025
Expectations
Before discussing someone’s performance, ask yourself “Have we made it clear that this behavior is expected”? Generally, people want to do a good job but sometimes aren’t sure on what the target is. Clarity is kindness. Set a mission for the year but don’t leave it there! Also set measurable expectations of the team that they can work towards.
Example:
2025 Mission: We are going to disciple our leaders, reach our community, and operate with excellence.
Disciple Leaders: Meet with our direct reports monthly to care for them, grow with them, and help them pastor those under their care.
Reach our Community: Get involved in the community through our ministry area and personally.
Operate with excellence: Be punctual and complete your tasks on time, have utmost integrity with staff, volunteers, and congregation.
You’ve heard this said in one way or another:
“You don’t have a people problem,
you have a systems problem”
Compensation
How is someone’s pay calculated? If pay raises and bonuses can feel unpredictable to an employee, it will cause problems down the road.
Example:
Does not meet expectation: No raise and personal development plan with that staff member, written to clearly show what they must do to meet expectation
Meets expectation: 3% Cost of living raise
Exceeds expectation: 6% Raise
Motivation
How can you help this employee succeed?
Do they want to continue in their role and have a greater impact?
Do they feel that an intern or part time staff member would help them be more effective?
Do they want to transition to another role entirely?
Are they frustrated with their direct report, poor systems, or culture of the church?
Would they even tell you these things if they did feel this way?
High turnover of staff at churches can sometimes be outside of our control,
but we can control having good systems to lead and care for our team.
Let’s make some changes.
If our team knows how to win this year, then is celebrated and compensated for helping to move the mission forward, while working in a culture that cares for them, it could be a game changer!
