Now that I’m attempting to hire some world changers, I’ve been knee deep in the hiring process and have learned a few things about the process that I’ve been going through. I’m hoping that some of this might be helpful to you.
Also, we hired a world changer this week, she’s been an awesome asset to the team so far!
Because of transitioning into a new role, I’ve had to evaluate people, their performance, and their fit on the team. This might be helpful to you if you are thinking about transitioning someone out of their role.
So usually when you are trying to make personnel decisions, you are thinking about the graph below:
You are attempting to gauge how much potential they have in their respective job. Honestly, it can be tough to evaluate. Potential is one of the least effective qualities but can be so highly heralded. Potential is a word that NBA draft picks have before they are forever known as busts.
But often this is the only gauge or measurement that we use and it can be a mystery as to who can measure up to their potential.
So now I have begun to view personnel decisions in this way:
Now I want to clarify this picture. This is to compare your current employee. Instead of trying to guess what they might become one day, you should see other people in the organization and compare how well you feel they would perform on your team.
In a ministry context, if you are developing leaders (who aren’t staff) you should be able to compare your employees to your volunteers. If there is a clearly visible gap between your employee and your volunteers, you begin to understand it as the graph below.
The gap is what you and your organization are giving up to keep your current employee.
I want you to understand that if there is someone who is underperforming in their role, please know this graph should help motivate you to make a decision with organization’s best interest.
***Note to ministry leaders – I learned this phrase from the 7th & 8th Grade pastor at Brookwood Church, Brian Schwanbeck. He said this, “Don’t take on another ministry besides your ministry.” In other words, if you hire people because this job will be “good for them” or you “can help them” you are making a decision that could be harmful to the organization. Let them volunteer and be developed that way (unless they shouldn’t be volunteering either and then why in the world would you consider hiring them!) My ministry is to the students and their families at Brookwood Church. I want to hire people that help contribute to that ministry.***
There are some other issues besides performance, but it seems that performance is the problem that most ministry leaders avoid using as a metric to make a personnel decision.
Am I missing it here?