Friday, July 29, 2005


so I work for a pretty big company for my part time job. its a good company and I think they are real good to their employees.

I only work 20 hours or less a week but its cool

so the other day I had my first evaluation. the asst manager talked to me for twenty minutes about how the scoring system works. he told me about how they don't really like to give 7's & 9's because those should be manager type scores. anyway I basically took it as we are told keep your scores low so you can do better.

anyway so my scores were not that great but every comment was like glowing and they made a comment for every category. and thats what I really took away from it. its funny how we can get caught up in systems and things when really its the words that have the most impact.

so this brings up a couple of questions....

1. How do you evaluate and inform your volunteers on performance?

2. What do you think is the most important thing to inform them about?

3. How do you evaluate your own work/ministry?

I just recently evaluated my work and found that I was doing too much controlling, and not giving enough to The Controller of everything..

anyway holler back


1 comment:

Ben said...

Hmmmmm....great questions. There is a great book called "One Minute Manager" and "One Minute Father" that gives awesome advice on managing people. The principle is to give feedback, encouragements, reprimands and other shtuff, in one minute chunks. I use this principle quite often.

Informing volunteers of performance inadequacies is HUGELY difficult for me. I always pray that God will reveal to the volunteer that they may not be cut out for the role their in. So far it's worked. Here are my answers:

1. In the worship area, we evaluate the services once a week starting off by celebrating accomplishments then moving to critiques. We also hold a once a month review meting with all the techie people (Video, Audio, Lighting).

2. I have been finding that if I tell them what I LIKE about what they are doing, they then get an understanding of what doesn't work. Sometimes that works better than pointing out all the faults.

3. I usually take some time each week looking at the successes and failures of my week. This can even happen daily.

I think I'm a pretty good delegater, but I think I struggle a bit with balancing life. I am passionate about what I do, which sometimes means my family can suffer.

Great post Preston! Really got me thinking about my managing style.