The Task of a Leader

When you hear the term “performance review,” what is your first reaction? Too often it creates a flutter in the stomach.

When we sign on for a position, whether in a church or any organization, we become accountable to work toward the fulfillment of the mission of that entity. In most situations, a person is expected to meet with his or her supervisor at some point on a regular basis to evaluate whether that is happening. I have conducted numerous “performance reviews” and have been the subject of some that were downright uncomfortable! Over the years, I have learned from experience and from some mentors that there is a better way.

In his book The Performance Paradox, Eduardo Briceno identifies three ways that successful organizations have changed their performance management (performance review) systems. These are very humane guidelines that would be helpful in a church or any faith-based organization.

First, get rid of forced rankings where employees are graded based on their relative performance against one another. Every person is unique in the sight of God and not a cog in a machine. We each bring special gifts and abilities to our assignments. A leader wants to help a person maximize that uniqueness. The best way to encourage this is to evaluate a person on her or his own performance. This fosters collaboration rather than competition.

Second, include learning goals, not just performance goals. If you want to improve your organization and keep your staff, encourage them to grow. In our volatile society, we must be not just lifelong learners but agile learners, improving and advancing our skills in real time.

Third, foster more frequent, development-oriented conversations. Annual employee performance reviews are an unrealistic and counterproductive ritual. Your staff members deserve to have a coaching leader—not a micromanager or a judge but someone who will be available on a regular basis to encourage, resource and stretch them.

Healthy organizations are made of individuals who are valued, encouraged, and supported. This takes time and energy, but this is the task of a leader.

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