Not everyone enjoys receiving criticism, but most appreciate some honest feedback. The encouragement and correction of others keeps our motives and our moves in check. We need people in our lives who will offer guidance in our weaker areas and an appropriate accolade when we “get it right.”
Years ago, I bought an intriguing gadget for my outdoor adventures. I bought a handheld GPS. When hiking on a trail in the mountains, I would often have an intense discussion with my wife about the exact definition of “lost.” In my mind, to be lost is to not know where you are. I always knew exactly where I was. I did not always know how to get back to our car. This little five inch long unit could tell me where I was, the location of our vehicle, the distance, and the best path to get there. It even had a feature called “trackback” that would beep if I took a wrong turn on the way back to the car.
Volunteers want and need feedback from church leaders. There is an old leadership adage that states, “Don’t Expect If You Don’t Inspect.” As we examined in an earlier post, volunteers need clear directions and job descriptions that are specific and helpful in defining the tasks and goals to be accomplished. Yet, what good is it to set a goal and never measure to see if it was obtained (or if progress was made)? Those who have a heart for equipping others for ministry will see a great value in feedback, as it celebrates faithfulness and encourages areas that need extra attention.
Frequent evaluation of ministry is an effective and methodical way for leaders to provide feedback. Marlene Wilson states, “The evaluation process is as essential to the health of any volunteer ministry as is the planning process.”
Evaluation must be conducted on multiple levels. Corporately, ministry teams should evaluate the progress of stated goals and planning for future events or tasks on a monthly basis. The ministry team leader should meet with the pastoral staff at least once per quarter to evaluate the progress of goals. At least once per year, church staff and leaders should meet together for the purpose of evaluating the overall ministry. This may include alignment with the mission of the church, progress on previously stated ministry goals and objectives, leadership effectiveness, volunteer needs and assessment, and financial accountability.
Evaluation should also be conducted on a personal level. Within leadership, there should be a 360-degree evaluation process. Pastors should seek and submit to the accountability of another pastor and to the leadership of the church, while also listening carefully to the members of the church. Ministry leadership should meet regularly with the pastor(s) for the purpose of feedback and vision alignment. Ministry leaders must also give and be willing to receive feedback from others who are a part of the ministry team.
Many restaurants and businesses have a place for patrons to leave comments and concerns. They ask the question, “How are we doing?” McDonald’s wants to know this because your suggestion or complaint may eventually end up selling more burgers. Volunteers, however, can be energized and motivated by words well placed. Church leaders must use a Spirit-led discernment in order to help others find their God-called place in ministry and provide Christ-honoring, edifying feedback to other believers.
Shepherding Well 