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<\/p>\n <\/strong><\/p>\n The average tenure of a staff person is less than four years and most staff leave under a cloud. When you consider that the average cost for replacing a staff person is up to twice their annual salary, this can quickly become a serious financial issue. However, actual cost is just one repercussion of turnover. The \u2018hidden costs\u2019 of lack of trust in leadership and the questioning of vision and values can be even more detrimental.<\/p>\n There are two terms that can help a ministry determine if a candidate, or existing staff person, is a good fit for a particular ministry role long-term:<\/p>\n The second question is based on Enjoyment Performance Theory and suggests that: Conversely, the theory holds true for those things we don\u2019t enjoy and procrastinate or avoid doing. Furthermore, research shows that individuals who enjoy at least 75% of their work, are three times more likely to succeed. That\u2019s correct, 3 times more effective.<\/strong><\/p>\n For the last twenty years I\u2019ve found a common challenge among churches, networks and other ministries. This has to do with the \u201cfit\u201d between the staff person and the role they are being asked to serve in, or the degree to which they are a \u201cgood fit\u201d in their current role. It is here that ministries can benefit from a reliable and valid assessment, to determine the \u201cbest fit\u201d for a staff person:<\/p>\n The fact is that as much as 80% of turnover<\/strong> is due to hiring staff who are not a \u201cgood fit\u201d for the role they are expected to fill.<\/p>\n A behavioural interview is still the \u201cgo-to\u201d process to pre-qualify pastors, pastoral staff, church planters and missionaries, but research shows that although interviewing is important, it only has a moderate ability to predict effectiveness and success. So, before you interview a potential new staff person or consider moving an existing staff person to a new role, it is important to gather all the information possible on the person. The right process can give you a level of predictive accuracy for future success, on its own, without any interview.<\/p>\n I\u2019m not wanting to sell you on a new tool as much as alert you to the idea that there is a resource you might want to consider, to see if this could help you in your next hire OR to assess your current staff members. I\u2019ve always found that the price paid to prevent a bad hire is money well spent.<\/p>\n If you would like to learn more about the Harrison Assessment, contact Colin at admin@resourcezone.com.au<\/a> and schedule an appointment to discuss how it might further your mission to pre-qualify, assess and develop your leaders.<\/p>\nLet me raise an issue that is shrouded in ‘Spiritual’ language when it comes to the surface.<\/h5>\n
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\n\u2026 when we enjoy a task \u2013 we tend to do it more often. When we do something over and over, we have a tendency to get better at it through both learning and repetition. When a person gets better at something, the feedback he or she receives \u2013 both from others and internally \u2013 is normally positive. And positive feedback increases the enjoyment of the behaviour. The cycle keeps repeating itself \u2013 increasing the strength of enjoyment and tendency for the behaviour \u2013 and often results in behavioural habits that we don\u2019t realise are behaviour choices.<\/p>\nLet me get more practical.<\/h5>\n
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