by Warren Bird, LeadNet, 7/29/15.
Pastor Will Rambo could only imagine all the negatives that would come from implementing a performance bonus structure for the staff of The Orchard in Tupelo, MS, where Bryan Collier is the lead and founding pastor.“My first reaction was this is far too secular, too corporate and too businesslike,” Will says of the performance incentive plan. “I went into this pushing back hard.”
If the new goal-setting process and accompanying financial incentives weren’t handled well, Will could picture a church staff splintering and competing against each other, with a drive to get things done all for the sake of landing a bonus.
“I feared responses like people saying, ‘So will I get paid $5 per baptism?’ Will says, “or someone saying, ‘I need you to hurry up and do this so that I’ll get a bonus at year’s end.’ ”
Better Than Expected
Now, two years into the process, Will can gladly say his worst fears have not been realized. The 16-year old congregation has a church staff that is more engaged than ever, and is reaping the rewards of accomplishing even more together than any of them could have imagined.
“For years we’ve set goals, but they lacked follow-through,” says Will, also a senior pastor at one of the church’s five locations. “In this new approach, we moved to grander goals and dreams, those that require cross-departmental cooperation. We’re doing fewer things, but larger—a philosophy of less is more.
“Our staff is at the healthiest place they’ve been in our 16 years as a church.”