Written by Have you ever had a review? How did it go? Were you surprised, caught off guard, upset, encouraged, challenged, strengthened, or something else?
I started off by asking if you have had a review because for many people in ministry they haven’t. For whatever reason, reviews aren’t common place in the ministry world but they should be. Reviews aren’t meant to be something that only happens in the secular world but also in ministry because a proper review should encourage, sharpen, challenge, and guide us toward being better versions of ourselves as we seek to emulate and reflect Jesus.
Regardless of whether or not you have received a review, you should be willing to offer reviews to the people you shepherd. Doing so not only helps you to grow as a leader and supervisor, it’s a way to empower, strengthen, and develop your teammates as they continue to serve Christ and His church.
But the question remains: how do you offer reviews that aren’t feared or perceived with negativity and hesitation? Today I want to offer some ideas on how to handle reviews well. This isn’t foolproof but simply ideas and structure that I have learned and grown to understand during my time in ministry.
1. Make it relational.
This is not something that we think about in the corporate realm. If you work outside the church and get a review it typically feels more authoritarian in style. This isn’t necessarily a bad approach, but it does feel very top down. Ministry is usually more relational in its approach of caring for and shepherding people. Even in a leadership role we tend to lean more into the relationship- and discipleship-oriented approach, and we should utilize that approach in review settings. When you approach a review with a focus on the relationship, it allows you to lovingly guide, shape, and develop your team while building a strong foundation on which your team can move forward.
2. Remember that nothing in a review should be a surprise.
This is something I’ve learned as I have grown in my role as a supervisor. A review isn’t a time to surprise your team with corrective actions or critiques that they knew nothing about. That isn’t being a good supervisor, that’s being an authoritarian who isn’t willing to walk with their team but instead just wants to have control. Being able to support your team and challenge them throughout the year is a great way to show your team that you are for them. That way, their review isn’t intimidating or scary but a way of continuing to be for them, help to grow, and be sharpened.
3. Seek to encourage and challenge.
This typically is the big piece of a review, right? We know that reviews typically have aspects of encouragement and things your people do well, but then there’s the critiquing piece where we highlight growth areas. My two cents on this: one, nothing is ever a surprise and two, I lean heavier into the encouragement piece.
Most people hate reviews because we tend to bookend them (i.e. here’s a good thing, followed by a negative thing, finished with a positive thing) and the negative piece is the primary focus. Our team shouldn’t be surprised by the growth aspects because we should be walking with them all the time and seeking to challenge them. Therefore, I utilize reviews to remind my team of growth areas but truly seek to emphasize the encouragement. I want to highlight what they are doing well, where they have grown, and I want them to know they are making a difference. Yes, there will be a time to challenge and correct, but a review shouldn’t be the first time your teammate hears about it. Instead, a review should remind someone of growth areas and ways you’ve seen them improve.
4. Ask how you can better serve them.
This is a big part of my review process. When it comes to supervising individuals, we know that people have different personalities, different ways of receiving feedback, and different ways of being encouraged. No two people are the same and part of our role as supervisors should be understanding how to engage with our people as we seek to lead them well.
So ask how you can serve them better and use what they say as an opportunity to show care, love, and leadership. If there’s ways they ask for you to walk with them, be intentional about following through. If they share that they don’t need as much guidance in their job, step back and allow them to run with their role. By asking this question and listening to their response you will be better able to serve and lead your team.
5. Pray for them.
Part of facilitating a relational review is showing your team that you truly care about them. And one of the best ways you can do this is to ask how you can be praying for them, spend time praying for them, and follow up with them. Taking the time to do this and being intentional with these moments will truly help you to be a better shepherd who is intentionally pouring into and walking with your people.
6. Ask how you can be a better supervisor.
This is something I have started doing during the reviews I give to my team. Usually when I say this to other supervisors they look at me like I’m crazy. But hear me out: even as supervisors we have room to grow, and the ones who see those areas most are the people under our care. This not only shows your team that you are for them but also that you can hear critiques and grow. This also allows you to care for them better because you get to hear how they receive care and correction, and it provides you with more insight and ways to grow.
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