7 PERFORMANCE MANAGEMENT

1 Thessalonians 1:3b

3 We remember before our God and Father ... your labor prompted by love....

Many, if not most, of the reasons why people in our organizations feel valued, engaged, and invested in has nothing to do with how much they get paid. Yet, because they experience

these other aspects of life-at-work, they work harder, produce quality, stay longer and positively impact the morale of those around them. True, they may have learned a different and better work-ethic somewhere else along the way, but the reasons why people 'labor' (Gr. 'strive persistently to reach an outcome') usually has more to do with the way they are treated by the organization as a whole, and by their manager specifically. Training and development and career path opportunities, recognition, and appreciation, knowing where they and their role 'fit' and that their contribution has a 'place' and a value beyond simply required tasks – all this touches a lot of good 'buttons' in people. 

You know this in your own life! Something good happens inside you when you are appreciated...admit it. And to show appreciation and support for others' efforts at, e.g., work-life balance, are proven reasons why most people give discretionary, extra effort for longer. Paul singled out such people throughout his ministry and he, himself, was an example of a leader who sees the big picture yet was able to translate the big vision and mission into tangible love and care for others in ways that communicate and transfer his values to the Mission's most valuable asset...normal, hard-working folk.

PRAYER ACTION

Conduct a mental 'performance review' of your peoples' latent, unused skill and potential and the other daily contributions they make that fall outside their normal job description. Assess your own abilities to be a mentor and a coach and be honest with yourself about any deficiencies you have with regard to giving feedback, guiding, showing appreciation, and giving praise. Pray about particular tasks and specific contributions they make...give thanks for them. Confess your own shortcomings and pray about finding opportunities for them to learn and grow...and to get some training. If you don't have any people reporting to you, then pray for your boss to be thinking about you the way described above and seek God's wisdom and timing to raise any concerns with him/her about it.

"The majority of employees are disengaged, feel underused and undervalued - and are 'up for grabs'; the company that seeks a renewed understanding of 'the voice of the workforce' and acts on what they hear, will unearth high-performance relationships with many more employees and they will be more productive, happier, and give discretionary effort - and stay - for much longer." (Corporate Leadership Council, 2008)