May 15, 2017 1:29 am
We all know there’s no such thing as the perfect working environment.
After all, work can’t exist without people and to err is human.
Still, whether you’re a bivocational minister, a supervisor, or an entry-level employee, chances are you care about how positions are developed and managed.
Thus, in the coming months, I want to unpack some basic concepts churches and businesses can use to frame their roles and equip their employees to thrive in them.
The goal? To help organizations make the best investments with their best hires to achieve the best outcomes.
Let’s dive in…
As a bivocational pastor with seven years of marketplace experience, I understand there are certain disadvantages when it comes to large and small scale human resourcing; however, I also believe bureaucracy and growth mismanagement doesn’t have to determine how classifications are managed.
For example, at my work¹, each classification is linked to a job plan involving a specific set of functions. Fair enough.
The problem is while roles are detailed well in their promotion, they’re overly dependent on ‘template’ in their evolution. As a result, employees feel boxed in with functions forged on title rather than gifting.
My thought is: if more organizations integrate character and gift assessment (i.e. DISC, Myers-Briggs, Strength Finders, enneagram testing, etc.) into hiring, training, and development processes, then more prospects/new hires could contribute the strength of who they are in addition to the strength of what they do.
Granted, big organizations are going to have different priorities. Yet, this doesn’t mean their personnel approach has to be shallow.
‘Cause truth is: while procedure and process are important, you can’t define a person by a job description nor can you separate the quality of a person from the quality of his work.
I know culturally we love streamlining/over-institutionalizing our way to bottom lines; however, if morale becomes the sacrifice in our quest to hierarchical efficiency, one must question the system.
Whatever our work situation, it’s important we remember our position is a journey, not a drop-off. And while the implications are many, bottom line…
Stay tuned next time when we’ll tackle our next point on equal deeper learning opportunities. In the meantime, if you have a question, idea, or story to share, feel free to comment below.
Footnotes
Cover photo creds: Company Incorporation | Company Registration Singapore
Posted by Cameron Fry
Categories: Ministry & Marketplace, The Bivocational Life, Work Culture
Tags: bivocational, Bottom Line, day job, Efficiency, Function, Hierarchy, Hiring, Human Resources, Job, Job Hunt, Job Plan, Job Search, marketplace, ministry, Morale, Role, work
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