Just finished my last staff evaluation.

Here are the questions that we use to guide our conversation. We’re more relational and less formal in the way we approach things as NCC. And the tension I’m feeling right now is how do we keep our chemistry and change our chart. We desperately need to restructure so that less people are reporting to me. But with that we lose our flat structure where it’s a level playing field. I don’t want to lose our collegial approach, but I don’t want to lose my mind either

We ask employees to rate themselves on a 1-5 scale in seven competencies: initiative, team player, organization, follow-through, communication, integrity, productivity, and attitude. We also ask them to rate their job performance and job satisfaction.

Then we use seven questions to guide the evaluation:

1) What do you enjoy most and least about your ministry?
2) What do you feel are your greatest strengths and weakness?
3) Are there any issues you’d like to discuss?
4) Do you need clarification on any part of your portfolio?
5) Any part of your portfolio you want to add, subtract, or delegate?
6) What are your top priorities/goals for next year?
7) How can I help you reach those goals?

My goal as an employer is to make sure our staff has room to grow. And that means they might not do what they do forever. In fact, I really feel like we need to shuffle the deck periodically to give people new challenges.

I honestly try to make the portfolio fit the employee versus making the employee fit the portfolio. There are certainly seasons where you have staff doing a job that isn’t a perfect fit. And all of us have parts of our portfolio we don’t enjoy, but I’m committed to helping staff find that perfect portfolio.

I genuinely want people to enjoy working at NCC!

That is the bottom line for me.