Human Resources - People Strategy
Every church has a strategy for most things. We have discipleship strategies, outreach strategies, but often times we don't have as robust of a strategy around people. Your people make the difference! If your church will invest time, attention, and resources into your teams you will build an amazing culture. From the time you look to bring someone onto the team to when someone steps away, you need an intentional strategy in place to be sure you have a team of talented, passionate, engaged leaders.
The 5 Steps of a Successful People Strategy
Recruiting
Recruitment is an important process we can't take lightly. One of the most important decisions any leader makes is who they bring onto the team. You want to be selective and bring on team members that share your values. Job descriptions, candidate profiles, interviewing teams, and posting platforms all play a part in finding the right person for the right role.
Onboarding
Onboarding is more than setting someone up as an employee, it's about setting the employee up for success. This isn't a singular event, but rather a process that occurs over time and through multiple touch points. The employee experience begins before they even start. Then having an intentional process for the first day, first week, first month, first 90 days, and on will make a huge difference. A strong onboarding process improves retention by 82% and productivity by 70%.
Development
One of the highest calling any leader has is the growth and development of others. This is who you are, not something you do. This is done by investing in the leaders you have while also cultivating others for opportunities. This is done through performance reviews, leadership development pipelines, and internship programs. 76% of Gen-Zers "believe learning is the key to a successful career."
Retention
Great people build great culture. As an employer, you work for a team of engaged, passionate leaders who are committed to the mission and vision of your organization. Retention is done by ensuring you are competitive with compensation, care for the health of your team, and solicit feedback around ways to get better.
Off-Boarding
Celebrating people when they transition to another role or career should be a part of who you are. This helps you work towards smooth transitions and learning opportunities. Exit interviews help you get better as a church from learning of the team members time with you and helps the transition go smoothly.