If you’re in a leadership position, it’s wise to conduct a periodic check on the health of your team members.
Deborah Ike · December 27, 2016
Working on a church staff can be a uniquely rewarding experience and extremely frustrating at the same time. It’s wonderful when you see lives changed and people growing in their relationship with Christ. It’s stressful when you have fewer resources than ideas and a never-ending to-do list.
If you’re in a leadership position, it’s wise to conduct a periodic check on the health of your team members. You need to know if they’re feeling overwhelmed - or if they’re starting to burn out. That way you can help them thrive in ministry for the long haul by dealing with any issues before they become serious problems.
One way to take the pulse of your team and cultivate a healthy staff culture is to initiate a conversation.
Talk with each team member and ask questions such as:
1. What do you love about your job?
2. What would you like to see changed or improved?
3. What resources would make your job easier or more efficient?
4. How does your family feel about your work and the church?
5. How many nights a week do you make it home for dinner?
6. How often are you able to attend a service and sit with your family (without being interrupted or asked to work)?
7. Who are your key volunteer leaders? (Hint: If a staff member can’t name any that could be an issue.)
8. Is there anything I’m doing that you wish I would stop? If so, what?
9. Is there anything I’m not doing that you wish I would start? If so, what?
Now, you might be able to ask team members these questions in one-on-one meetings.
Personally, I think that’s the best approach. However, if you’re not sure whether you’ll get fully transparent answers you might want to do an anonymous survey.
Use an online tool such as SurveyMonkey.com and email a link to the survey to your team.
Regardless of how you handle these questions, make sure you let your team know that you want them to be completely honest with their answers.
They might be afraid of what you’ll think or if they’ll get fired for telling you something you won’t like to hear. Let them know you won’t get upset or defensive, but that you truly care about how they’re doing and want to improve as a team (then follow through on that promise).