Many people flinch at the mention of evaluation, and with reason. Research shows that in many workplaces, the main effect of employee reviews is to hurt productivity by annually lowering morale. In congregations, staff evaluation too often is conducted as a popularity poll with anonymous respondents rating staff performance on the basis of subjective impressions. In effect, staff members are encouraged to feel that they report to dozens of semi-invisible bosses who can invent new things to blame them for at any time. This approach raises stress even for popular staff members and does little to improve performance.
Handling the Hum of Bright Ideas
by Dan Hotchkiss
When someone gets a new idea in your congregation, whom do they call? The clergy leader? A board member? The front-line office person—the executive director, secretary, or administrator—often manages the incoming stream of helpful hints, complaints, requests, suggestions, and reform proposals. The flow of bright ideas is a sign of life, part of the background hum of a healthy congregation.
