Strengthening Teams Through Intentional Performance Reviews
Have you ever wondered how to help your team thrive while staying aligned with your organization’s mission and values? A well-structured performance review process can make all the difference. At Citizen Church, we believe that as our staff grows, so does our ability to serve effectively. That’s why we’ve implemented a performance review system designed to encourage growth, provide clarity, and align individual efforts with our overarching vision.
Here’s a look at how we structure this process and why it works.
What Makes Our Review Process Different?
Our performance reviews aren’t just about checking boxes or delivering generic feedback. They’re about fostering growth, recognizing contributions, and setting clear, achievable goals. By combining job performance, goal achievement, and values-based evaluation, we ensure a holistic review process that uplifts both the individual and the organization.
The Three Pillars of Our Reviews
Execution of Job Description: How well does the team member consistently meet or exceed the expectations laid out in their role?
Professional S.M.A.R.T. Goals: Are they achieving specific, measurable, attainable, relevant, and time-bound goals that drive their personal and professional development?
Expression of Staff Values: How do they embody the organization’s core values in their daily work and interactions?
These pillars ensure that we’re not just measuring what our team does, but also how they do it.
How the Process Works
We break down the annual review process into two key touchpoints: mid-year reviews and end-of-year evaluations. Here’s the step-by-step process:
Preparation Phase
Managers receive review packets that include:
The employee’s job description.
Their S.M.A.R.T. goal(s).
The performance review template.
Managers are encouraged to review these materials thoughtfully, considering feedback they’ve provided throughout the year.
The Review Meeting
Each review meeting lasts 30 minutes and follows a structured agenda:
Review Scoring: Employees are presented with their scores for each category, with clear explanations of how those scores were calculated.
Manager Feedback: Managers share constructive insights, celebrating successes and identifying areas for improvement.
Employee Feedback: Employees are given space to share their perspectives, concerns, and ideas for growth.
Scoring Breakdown
The final score is calculated using weighted criteria:
40% Job Performance
20% Goal Achievement
40% Staff Values
This approach ensures a balanced view of technical skills, personal growth, and alignment with values.
Why the Process Works
A performance review is more than just a meeting—it’s a moment to build trust, clarify expectations, and inspire growth. Here’s why our system makes an impact:
Clarity in Expectations
Each category is clearly defined, with detailed scoring criteria to eliminate guesswork. For example:
Job Performance evaluates how consistently an employee meets their responsibilities.
S.M.A.R.T. Goals encourage team members to think beyond daily tasks and focus on future-minded achievements.
Staff Values ensure that behaviors align with the organization’s mission and culture.
Continuous Feedback
No surprises here! The review process builds on ongoing conversations between managers and team members throughout the year. Employees know where they stand and what’s expected of them.
Focus on Growth
The process is designed to uncover opportunities for development. From updating job descriptions to refining goals, every aspect of the review serves to move the individual—and the organization—forward.
Tips for Successful Reviews
If you’re looking to implement a similar system, here are a few lessons we’ve learned:
Start with a Strong Foundation: Make sure employees have clear, up-to-date job descriptions and meaningful goals.
Keep It Collaborative: The best reviews feel like a conversation, not a one-sided critique. Encourage two-way feedback.
Measure What Matters: Align evaluation criteria with your organization’s mission and values.
Celebrate Wins: Take time to recognize achievements—big and small.
The Bigger Picture: Why It Matters
At its core, a great performance review process is about honoring your team. It’s about showing that their contributions matter, their growth is valued, and their work aligns with a greater purpose. When reviews are intentional, consistent, and values-driven, they foster a culture where everyone can thrive.
Ready to take your team to the next level? Start by building a performance review process that inspires growth, clarity, and connection.
