"So in everything, do to others what you would have them do to you, for this sums up the Law and the Prophets." Matthew 7:12
This verse is often referred to as the "Golden Rule." It encourages treating others with the same respect, kindness, and dignity we want for ourselves. It is a guiding principle for interacting with others, emphasizing empathy and compassion. By following the Golden Rule, we cultivate a culture of respect, understanding, and love towards one another, promoting harmony and positive relationships in all aspects of life.
Gallup developed a Human Resource tool called the Q12+ to help organizations reflect on worker satisfaction and engagement. In the fast-paced and competitive world of today's workplace, employees often find themselves caught up in the daily grind, focusing solely on meeting deadlines and achieving goals. However, employees may ask themselves vital questions amidst the hustle and bustle. These questions can be a compass for Personnel Committees and Governing Boards that want to help professional church leaders find a more fulfilling and rewarding ministry environment. In this blog, I will explore the power of asking four crucial questions in the church workplace:
1. Am I treated with respect?
2. Does my organization care about my well-being?
3. Have I received meaningful feedback this week?
4. Does my church consistently deliver on its promises?
Respect is the foundation of a healthy workplace culture. Employees should feel valued, acknowledged, and treated with respect by their colleagues, superiors, and subordinates alike. When those who work in the church ask themselves this question regularly, they become more aware of any potential mistreatment or discrimination that might be present in their leadership structure and the congregation. Such awareness can lead to productive dialogue, fostering a more inclusive and supportive workplace and promoting collaboration and productivity. When employees feel respected, they are more likely to experience higher job satisfaction and become more engaged in their ministries. A respectful workplace also encourages open communication, allowing for the exchange of diverse ideas and viewpoints, leading to innovative solutions and better problem-solving.
Employee well-being should be a top priority for any organization that seeks to maintain a motivated and productive workforce, so why is this often a low priority in the church? Personnel Committees and Governing Boards neglect the well-being of their employees at a steep cost. Employees who feel like all they are doing is giving and not getting anything in return burn out quickly. By consistently asking this question, Governing Boards prompt themselves to assess their employees' work-life balance, stress levels, and overall mental and physical health. Organizations that authentically care about their employees' well-being are more likely to provide supportive programs and policies. These include flexible working hours, access to mental health resources, health and wellness benefits, opportunities for personal development, and a positive work environment that fosters camaraderie. When professional staff feel their well-being is a priority, they are more likely to remain committed to the health and well-being of the church and give their best effort, resulting in increased productivity and reduced employee turnover.
Feedback is a vital tool for professional growth and development. Governing Boards need to set a positive and constructive environment for feedback. Employees actively seeking feedback are better equipped to identify their strengths and weaknesses, permitting them to focus on continuous improvement. Feedback is not a criticism! Instead, it is information an employee can use to improve their performance. Instead of saying, "You didn't meet our expectations," give some constructive feedback, "You expressed some confusion about our expectations. In the future, when you feel confused, come to us early for clarification." Employees can facilitate feedback by regularly asking for it, and Personnel Committees, staff managers, and Governing Boards demonstrate a commitment to their employees when they seek to help them succeed. In an ideal workplace, feedback should be constructive, specific, and provided promptly. Employees should feel encouraged to share their thoughts and ideas without fear of negative repercussions. An environment that fosters open feedback cultivates a learning culture and encourages employees to reach their full potential.
Trust is the cornerstone of a successful organization. Employees and congregants must believe the organization will honor its commitments and promises. By consistently asking this question, employees, Personnel Committees, and Governing Boards can gauge the integrity and reliability of their joint work. A church that delivers on its promises fosters a culture of accountability and transparency. This level of trust between employees and their employers creates a strong bond and motivates employees to go above and beyond to ensure the ministry's success. For employees, this is often about fair compensation, benefits, and consistent congregational behavior that models shared values. For the church, it is most often about clergy behavior that is consistent with shared values and meeting agreed-upon goals.
Asking these four fundamental questions – Is everyone treated with respect? Does my church care about professional staff well-being? Do we give meaningful feedback regularly? Does my organization always deliver on its promises? These can have a profound impact on the workplace environment. It encourages individuals to take ownership of their well-being and growth while holding the church accountable for maintaining a positive and nurturing culture.
Embracing these questions can increase employee satisfaction, improve productivity, and create a more cohesive and thriving ministry. As employees and church organizations prioritize these essential aspects, they pave the way for a brighter and more fulfilling ministry experience for everyone involved.
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