Six Practical Ways To Help Poor Performing Staff
The causes for a church staff member to underperform and fail to meet expectations are often complex, varied, and difficult to discern. The temptation is to jump to an obvious single cause and effect conclusion when most likely there are many contributing factors. This frequently leads to a “management” approach to the problem, such as transfer or termination, or where only the outward symptoms of poor performance are addressed. A “development” approach, while more time consuming, is designed to address the underlying cause of poor performance and is more fair and beneficial to the employee, and ultimately the church.
Let’s take a look at six typical underlying contributors to poor performance and practical ways to confront them using a development rather than management approach.
Six Underlying Contributors to Poor Performance
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Hardwiring
Frequently poor performance can be traced to hardwiring traits such as, personality, talents, and strengths. Here the staff member fails to fully understand and appreciate both the “light” and “shadow” sides of their personalities, strengths, and gifts, how those impact performance both positively and negatively, and ways to maximize the positive and minimize the negative aspects of their traits. Strategies for development include:
- Personality Assessments such as DiSC, Myers-Briggs, and Keirsey Temperament Sorter
- Strengths, Talents, and Gifts Assessments such as Gallup’s StrengthsFinders, Marcus Buckingham’s Standout, and PLACE Ministries Spiritual Gifts, Passions, and Abilities Assessments
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Knowledge
A lack of knowledge and experience are often at the root of substandard performance. Here the staff member lacks the requisite knowledge and experience to meet expectations, usually in the areas of ministry, leadership, and management. Strategies for development include:
- Ministry
1) Experienced Mentors
2) Peer Subject Matter Experts
3) Professional Outside Consultants
4) Websites, Blogs, Trade Journals, Webinars, Conferences
5) Site Visits to Benchmark Churches and Ministries
6) Seminary Classes
- Leadership/Management
1) Executive Leadership Coaches
2) Peer Networks and Meetings
3) Additional Schooling or Continuing Education Classes
4) Leadership Certifications
5) Assigned Reading such as, Mastering the Management Buckets, by John Pearson and In
Pursuit of Great and Godly Leadership by Mike Bonem
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Awareness
Poor emotional and relational intelligence is a leading contributor to failure in ministry. Here the staff member appears to not grasp how they are being perceived by others, possess awareness of acceptable social norms and cues, or how to appropriately handle criticism, confrontation, and conflict. Strategies for development include:
- Emotional/Relational Intelligence 2.0 Assessment and Exercises
- Supervisor, Leader, and Peer Feedback
- Counseling
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Woundedness
Unacknowledged and unaddressed past hurts, trauma, and dysfunctional influences can derail even the most competent and committed of staff, especially during times of stress. Unresolved family of origin issues and hurtful past experiences and relationships are leading causes of woundedness and its resulting symptoms. Strategies for development include:
- Identification of Family of Origin Factors
- Reflection on Contributing Life Experiences and Relationships
- Journaling
- Professional Therapy
- Support Groups
- Henri Nouwen’s book, Wounded Healer
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Soul and Self Care
Inattentiveness to one’s inner spiritual life inevitably leads to ungodly, unbiblical, and destructive behaviors. Too busy “doing for” God to spend time “being with” God contributes to family, physical, emotional, and spiritual neglect and depletion. Strategies for development include:
- Assigned Reading such as, The Emotionally Healthy Leader by Peter Scazzero and Clergy Self-Care by Roy Oswald
- A Spiritual Director or Mentor
- A Small Group
- Sabbaticals
- Leaves of Absence
- Regular Spiritual Retreat Days
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Structure
Insufficient structure can undermine a staff member’s job effectiveness. A lack of structure manifests itself in a variety of ways, including follow through, missed deadlines, poor planning, and a lack of effectiveness and efficiency. Strategies for development include:
- Defined Office Hours
- Time Logs
- Clear Outcomes and Expectations
- Measurable Goals
- Development/Performance Plans with Timelines and Consequences
- Agreed Upon Priorities
- Calendaring and Time Management Systems and Software
Posted on August 21, 2018
