Many people flinch at the mention of evaluation, and with reason. Research shows that in many workplaces, the main effect of employee reviews is to hurt productivity by annually lowering morale. In congregations, staff evaluation too often is conducted as a popularity poll with anonymous respondents rating staff performance on the basis of subjective impressions. In effect, staff members are encouraged to feel that they report to dozens of semi-invisible bosses who can invent new things to blame them for at any time. This approach raises stress even for popular staff members and does little to improve performance.
Planning only matters if it makes a difference to your congregation’s work. If, after a weekend of planning, staff and volunteers wake up Monday morning and do just what they did before, then all your planning was for naught. Grand statements of mission and vision have no value unless someone turns them into action steps.