EMPLOYEES & Performance Incentives Fuel Church Staff to Stronger Results

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.”

Read more at … http://leadnet.org/performance-incentives-fuel-church-staff-to-stronger-results/

HIRING & What Good Candidates Want: $ + Work-life Balance

Commentary by Dr. Whitesel: “Research shows that when you want to hire the best people, you will find they usually will not be looking for a new job, but rather are a “passive” candidate. To reach the best candidates, research shows you must not only offer them more money, but a better work-life balance too. Organizations typically offer more money and forget that to get the best candidates they must offer more work-life balance too.”

QUOTE: “Research shows passive (hiring) candidates are looking for more benefits and perks, work-life balance and opportunities to move their careers forward.”