Dec 12, 2023
In today’s tumultuous economic situation, Christians can struggle to navigate financial complexities and challenges. The prevailing global obstacles, ranging from shifts in politics to economic instability and social unrest, are impossible to ignore.
Uncertainty seems to loom everywhere. Many Christians are seeking solutions, to stay true to their values in a culture that contradicts their deeply held beliefs. Many want to use their dollars and invest their dollars in a biblically-responsible way.
While many organizations advise and manage money for Christians, nearly all have conflicting cultures and values and happily do business with organizations that are in direct conflict with the Kingdom. In addition, they sponsor and donate to nonprofit entities that are antithetical to Jesus’ teachings.
When it comes to selecting an investment consultant, there are many choices, but one firm that stands out is Innovest Portfolio Solutions. Founded 27 years ago, by two devout Christians, Innovest is guided by Christian values still today. Innovest has a deep understanding and expertise in working with Christian organizations including nonprofits and retirement plans. Innovest also offers services for individuals, families, and family offices that want to invest in a biblically-responsible way.
Let us explore this unique company and discover the power of kingdom investing with values backed by the Christian faith!
After gaining years of Wall Street experience, co-founders, Richard Todd, and Wendy Dominguez, established Innovest as one of the first fee-only investment consulting firms in their region. Their goal? To eliminate conflicts of interest and create investment solutions that serve the best interests of their clients.
Innovest is truly one of a kind thanks to their mission of stewardship. Innovest strives to serve, not be served. Innovest honors God in everything they do, and they are dedicated to the Kingdom.
But what truly sets Innovest apart is their skill and expertise in constructing portfolios that are congruent with Christian beliefs.
Kingdom investing is very important to our clients like you! That is why we are so confident about Innovest’s approach. Their mission is a true example of a Christian-based business changing the industry and people’s lives in the process. Their dedication to custom portfolio solutions, fiduciary guidance, and uncommon service is unparalleled in the industry.
While the world seems to crumble around us, Innovest remains a beacon of faith that clients can return to over and over, just like a trusted friend. For those investors, like you, who want to promote their faith, and not the world, Innovest may be just the perfect solution.
We sat down with CEO and Principal Rich Todd to talk about this amazing organization. We think you will be impressed by what he had to say!
Mark: It is wonderful to meet with you today, Rich. It is truly amazing what your organization has been able to accomplish since its inception. Can you tell us why you exist and share a little about why you began this company?
Rich: Thanks for having me, Mark. My co-founder, Wendy Dominguez and I started Innovest 27 years ago because we were tired of the conflicts of interest on Wall Street. It got to a point where we were told to look out for shareholder interests over client interests and we did not think that was right for the client. We started Innovest, an investment consulting firm, with 25 clients and a mission of stewardship, putting our clients’ interests first. Today we consult to more than 300 clients and advise on close to $50 billion, including a large number of faith based organizations.
Mark: Rich, what a great story. It seems God has really inspired you. So, with that being said, what sectors do you invest in? Or if it is easier to describe, what sectors does your firm avoid?
Rich: We help our faith-based clients build biblically-responsible portfolios using products, managers, and strategies. We recognize there is a spectrum when screening out sin stocks, and different Christian organizations may have different goals. Some may want to eliminate all funds that invest in abortion, pornography, or alcohol, and some may just want to focus on earning the highest return possible and not screen at all. We help our clients identify where they fall on the spectrum.
Once we understand a client’s goals, Innovest utilizes our vast experience in finding and monitoring managers that invest in publicly traded companies according to preferred biblical criteria. We help fiduciaries assess and carefully implement a biblically-responsible investment agenda to ensure that any investing they initiate or contemplate does not violate their governing regulations or their fiduciary responsibilities. Christians are challenged to build biblically-responsible portfolios while maintaining prudent diversification and high-quality managers. In fact, Innovest goes a step further and monitors the fund manager’s adherence to biblically-responsible investing. We have reached out to all our fund managers and have included their responses specific to Christian based biblically-responsible investment policies in our manager database.
It was through our extensive due diligence, asking values alignment questions, that we uncovered a fund manager was taking Christian client fees and donating them to Planned Parenthood. We asked them why they work with so many Christian organizations, and they said that Christians are backwards and through their work with those in the church, they hope to influence them.
Mark: We noticed while researching your organization that you have been able to grow in a relatively short period of time. Our readers are nationwide – primarily Christians in the marketplace, higher education, and those in pastoral or ministry careers. Can you share with them how you have been able to expand so quickly? What would you say is the key to your success?
Rich: Our culture is our key to our success. Peter Drucker said, “culture eats strategy for breakfast.” Our culture is our secret sauce. We have a Christian culture at Innovest. We are stewards to our employees, clients, and community, including the Kingdom of God. We strive to serve, not to be served, and as a result, our people flourish. Our professionals see their work as a vocation where there are no boundaries between Sundays and Mondays, allowing for an integrated life. They understand that they represent Innovest at all times. While this may sound onerous, Innovest has won “Best Places to Work” nearly every year. While we care about intellect, education, and experience, none of those trump character. We thoroughly evaluate the character of each potential Innovest candidate.
At Innovest, we “give back” to our community monetarily and actively with our time. Each month, we volunteer for the less fortunate. Our team members have invested in the community by feeding the poor, painting houses for the elderly, giving comfort to those on the street, and donating school supplies, among others. We tithe 1% of our Innovest revenue.
Faith-based organizations seek us out because of our values, our reputation as a character-first firm, our expertise at building biblically-responsible portfolios, our thorough due diligence, not only of investment strategies, but also of fund providers, and our “fee-only” approach. We work as a team, implementing a consistent process for all clients to deliver nothing short of our best.
Mark: Rich, if an employer like a Christian primary school wanted to use your firm in managing its 401(k) plan, is that something your firm could do directly? Or would they need to choose a broker to work with?
Rich: Yes. We can help any Christian organization with managing their 401(k) and/or 403(b) plans. For instance, we currently work with Focus on the Family and other organizations such as colleges and universities, churches, and dioceses.
There is no need for an organization to work with a broker, they are conflicted, and they are not fiduciaries – meaning they are not legally bound to act solely in the best interests of their clients. We are a consultant and a co-fiduciary; we will act in the best interest of the organization. We will ensure the organization is offering a quality retirement plan for their participants. As part of our retirement plan services, we will analyze the goals and objectives of the plan, design a thoughtful participant friendly menu, and assist in creating an education strategy. In addition, we will mitigate fiduciary risk to the plan sponsor.
Mark: Are there any sectors your firm invests in that the average investor is unaware of but should know about?
Rich: Yes. Alternative investments can be a great way to further diversify a portfolio, especially for long term assets. Examples of alternative investments include private debt, private equity, and real assets. Alternative investments have a lower correlation than equities and bonds; therefore, they can help portfolios withstand volatility in the markets. In 2022 when equity and bond markets were down, Innovest had reduced exposure to fixed income and increased exposure to real assets like timberland, farmland, and infrastructure. These all work well with a biblically aligned portfolio.
Mark: What advice would you give to smaller employers? We have many smaller organizations with 10-40 employees that are looking for retirement plan help and investing help.
Rich: Offering a retirement plan can be a challenge for smaller employers. We are in conversations with a Christian membership association about creating a MEP, a multiple employer plan. A MEP allows multiple businesses to participate in a qualified retirement plan. They benefit from economies of scale in pricing and minimize their fiduciary liability. Furthermore, a MEP removes the administration burden so employers can focus on running their organization. We recently implemented a MEP with Catholic Benefits Association, and we are exploring the same solution with an association that serves evangelical organizations. A MEP can be a great resource for smaller organizations. We welcome any opportunity to speak with smaller organizations to help them find a retirement plan solution.
Mark: Do you have a specific success story to share with readers? Perhaps an individual or organization that used your firm and achieved kingdom-minded results while also achieving financial success?
Rich: We recently started working with a Christian university. The reason that they chose to work with us is because of our Christian values alignment, great reputation, and 27 years of experience. Their previous consultant did not share the same values as the university. They told them that their portfolio was aligned with their Christian values, but as we started analyzing the portfolio, we recognized that their portfolio wasn’t what they were promised. We started to implement high quality Christian products, managers, and strategies into their portfolio.
Mark: What is the best way to have an interested person contact you for kingdom investment services for their employees?
Rich: They can reach out to me at rtodd@innovestinc.com or my colleague, Sarah Newman, Vice President, at snewman@innovestinc.com and we can set up a call. My cell is 720-586-6353.
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Concerned about the HR programs at your organization? The benefits of having a trusted partner to guide you and your team to excellence are invaluable. Contact us today. You—and your employees—will be glad you did.
Rise with us by implementing our high-performance remote human-resource programs to help find great people! E-mail us here.
Mark A. Griffin is president and founder of In HIS Name HR LLC. Connect with him on LinkedIn and Twitter
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Mark A. Griffin | Blog, Christian Higher Ed HR, Human Resources
Nov 13, 2023
Now more than ever, employees are struggling.
A recent Gallup poll found that a staggering 85 percent aren’t actively engaged at work. Stresses outside the workplace like marital issues and financial burdens often weigh heavily on people’s minds, causing them to become distracted and disinterested in their jobs. This, obviously, is a problem for any employer considering how the greatest hurdle to reaching organizational success is maintaining happy, mentally healthy employees.
It’s a double problem for any Christian employer since Christians are called to love one another. And a reflection of that love is taking care of others’ needs when and where appropriate. So where do we begin to find the resources to make the most impact?
One great place to start is with a workplace chaplain. When you think of chaplains, you may think of the suited guy in a hospital who prays with people when loved ones are dying or in dire health. And that can be the case, though it only captures a small fragment of reality.
Workplace chaplains are also quite common in the armed services, hospitals, fire departments, police agencies, prisons, and educational institutions. So why not in the business world too?
What if businesses have missed a significant component in their environment that can have a lasting impact on their strength, culture, and levels of commitment?
While workplace chaplains can’t preach or promote “religion” for non-discriminatory reasons, they can serve as counselors, coaches, and confidants. Chaplains can offer assistance to everyone regardless of religious affiliation, providing businesses and their employees with the structures and support they need to succeed.
When a chaplain is present on a regular basis, employees can address issues early on before they begin to have a more profound negative effect. Here are just a few specific benefits of using them:
Resolving Inter-Employee Disputes: Any workplace with numerous employees and personalities may encounter quarrels and feelings of annoyance. Often, these are minor disagreements that can be handled through discussion but aren’t brought to management due to fear of escalation. Having a chaplain to help discuss these matters can help employees resolve conflicts easily.
Promoting Safety: Carrying burdens can cause feelings of worry and anxiety that seep in like a dark cloud. Employees dealing with personal issues may become distracted and not react properly or quickly in certain workplace situations. For instance, an employee operating heavy equipment might lose his train of thought and cause an accident. Speaking with a chaplain can help clear up at least some of that fog, ultimately leading to a safer work environment for all.
Offering a Neutral Presence: Workplace chaplains aren’t biased or involved in day-to-day business operations. This often means staff are more comfortable trusting them with their concerns. In this way, employees can be open and honest without worrying it could damage their job or image.
Building a Harmonious Environment: Chaplains can be assigned based on a company’s specific requirements. They may come from a wide range of backgrounds with experience in various matters, spiritual or otherwise. Chaplains can assist employees in improving working relationships and help increase confidence and harmony in various scenarios.
They can also help employees who don’t normally interact on a regular basis become more connected and engaged. This will, in turn, help improve the overall attitude and morale in the workplace. And that then increases workplace productivity.
Offering Referrals: If employees or family members are struggling with any physical or mental issues such as drugs, alcohol, or depression, workplace chaplains can provide specialized referrals and treatment resources to help them through the process. They might also be able to connect them to the company’s resources.
And here’s another benefit: With a chaplain in place, management can let the full weight of those burdens go, allowing them to concentrate on increasing overall company performance.
Recently, we met with TFC Global, a U.S.-based national provider of chaplain resources primarily serving the trucking industry. During our interview, we learned a great deal about the history of this organization and the current services it provides.
We were thoroughly impressed!
TFC Global is an extensive network that seeks to reach truck drivers with the good news of Jesus Christ. The organization, formerly known as Transport for Christ, was started in 1951 by Canadian Reverend Jim Keyes, who wanted to bring the teachings of Jesus Christ to truck drivers on the road. As the mission grew, he modified a small step van into a place of worship to give truckers the opportunity to receive chaplaincy services along the Royal Canadian Highway in Ontario.
The organization had expanded dramatically by the early 1970s. Trucking companies were allowing TFC Global chaplains to conduct safety meetings in order to achieve better insurance rates. Keyes took this as an opportunity to grow the operation by modifying an 18-wheeler into a mobile chapel. It worked out so well that four mobile chapels were remodeled to spread the Word of God at rest stops and truck stops throughout the country.
By the 1980s, the organization had expanded south into the United States too. The first permanent chapel was set up at a truck stop in Harrisburg, Pennsylvania, in 1986 – where, during that first year, 150 drivers professed their faith in Jesus.
In 2010, TFC Global launched “Exit 58 Project” to raise awareness about human trafficking. Based on the Bible verse Isaiah 58:6, the initiative offers chaplains training to spot victims transported for labor or sex.
Truck drivers can play a significant role in the prevention of human trafficking, and TFC chaplains have been involved in multiple rescues. From 2007 to 2016, the U.S. National Human Trafficking Hotline received 1,400 calls from truckers who identified 452 potential victims. The anti-human trafficking arm of TFC Global is now called “Gateway to Freedom,” led by Derek Thompson.
As more North American truck drivers became familiar with TFC, the demand for a Christian-centered magazine to the trucking community grew. So The Highway Evangelist was created. This newspaper-style publication has now evolved into a full-color, glossy magazine called Highway News. Today, 5,000 copies per month are distributed by chaplains and bulk distributors at trucking companies and truck stops around the country, and it’s also available free online.
Another resource is its podcast called Truckers Life. TFC Global President Ron Fraser hosts conversations there about trucking industry-related issues. It is available at truckerslife.truckerspodcasts.com and wherever you stream podcasts.
The trucking industry has changed drastically in the past decade, and those changes have created the need for chaplaincy ministries to change as well in order to meet affiliates’ needs. That’s why TFC Global has transitioned from sitting in one place waiting for people to come to it to “going to where the people are,” which is trucking companies.
Gone are the days when drivers will seek out a chaplain at a truck stop unless it’s very convenient. People don’t trust like they used to, and the chaplain monthly logs were revealing a sharp drop off in interactions. So while the mission has not changed, TFC Global’s model to reach people had to. Its new model of corporate trucking chaplaincy works to get chaplains into faith-based and non-faith-based companies alike.
TFC Global’s umbrella also includes areas of ministry such as:
- Corporate Chaplains: A nationwide chaplains network dedicated to deploying trained and experienced full-time chaplains to the trucking industry. Focused on CEO/owner desires for their companies, TFC Global customizes chaplaincy services to the company to help provide employee support, bringing care where it’s needed most.
- Casualty and Loss: This part of TFC Global helps reunite truck drivers with their families during times of loss of life or serious injury and trauma while away from home. It provides logistical support and chaplaincy services to the company and family of the deceased or injured.
- TFC International Ministries: This initiative extends the Word of God and chaplaincy services to truckers beyond the United States. There are currently TFC Global Affiliates in Africa, and more countries are in conversation to bring the program to their shores, though navigating foreign missions is becoming increasingly difficult.
- Gateway to Freedom Foundation: This organization focuses on preventing the demand for human trafficking and commercial sex consumption. Gateway combats the industry specifically through awareness and training events, and a three-day intensive workshop for men wanted to get free from unwanted sexual behavior. GTFF is one of the only ministries in this dark industry that works on prevention of the demand versus victim services.
As TFC Global approaches its 75th anniversary, we expect the organization to continue growing and spreading the good news of Jesus on the road. And what a mission to have! Truckers, after all, are the backbone of our economy, providing Americans with the goods that fuel our wellbeing. So they deserve the ultimate respect, support, and resources.
That’s why we were thrilled to sit down with Craig Maart, vice president of U.S. operations for TFC Global, and interview him about this amazing organization.
Mark: Craig, it’s wonderful to meet with you today. It’s amazing what TFC Global has accomplished in such a short period of time. Learning about the history of your ministry is inspiring.
My first question is focused on your Corporate Chaplains program. Is this offering only for organizations and companies involved in the trucking industry, or do you place chaplains in all types of businesses?
Craig: Our chaplaincy services focus mainly on the trucking industry. However, this is not exclusive to 18-wheelers. Anywhere there is a fleet of drivers, we want to provide chaplaincy services. For example, we have them at a variety of companies including a trash company, a roll-off dumpster company, and a port-o-potty company. They each have a fleet of drivers, so we’re glad to be there for them.
In addition to drivers, we make sure the rest of the employees are taken care of, from the CEO on down. So our specific target audience is the trucking industry, but we’re open to companies with a fleet of drivers of any size. We also make our services available to owner operators and drivers who aren’t part of a fleet.
Mark: Our readers are nationwide – primarily Christians in the marketplace, higher education, or pastoral or ministry careers. Can you tell them how you’ve been able to grow your organization so quickly? What would you say is the key to your success?
Craig: Three things come to mind right away. They may not be the hottest things in leadership right now, but they are our commitment and focus.
- The people involved: Without a doubt, the people here are dedicated to the work of God’s kingdom. Whether they be chaplains or office workers keeping the books, we have people who are passionate and called to serve God through chaplain services to the trucking community. This isn’t easy, so we’re fortunate to have people here dedicated to the mission no matter if the results are noticed or not. The right people make the difference.
- An uncompromising commitment to the absolute truth of God: God, His Word, and the message of the Gospel has not changed and will never change. Truth isn’t based on feelings, propaganda, popular vote, or anything other than what God put into place. We will not compromise this even as we see wokeness in churches and Christian organizations all around us.
We will courageously stand and, with endurance, continue what God started back in 1951. We trust God at His word that He will be pleased and bless our unwavering commitment to Him. We will try new methods and adjust to the changes in the trucking industry, but we will never compromise the mission.
- We care for what’s under the surface: We see the person behind the wheel of a truck, loading on the docks, processing invoices, etc. We work to focus on the people in front of us and respond to their needs as we guide them toward a transformed life through a healthy relationship with Jesus.
Each person represents a story, family, and someone who needs to be listened to and cared for. We aren’t in a hurry. The individual attention and follow-through is part of our chaplain’s secret sauce.
Mark: What are some of the issues you’ve seen that employees face in the workplace? And how has this changed over the past few years?
Craig: People are anxious, nervous, less secure, and tired of being lied to by the news, government, and the strategic divisiveness in our country and around the world. People are losing hope. There isn’t much of a “normal” anywhere.
A chaplain is a “neutral party” who’s present to listen and care for people in a company. Even if an employee doesn’t want spiritual guidance, just being able to talk to someone who will listen is a big deal.
Also, employee turnover is high. People don’t want to work. There is less loyalty than ever. This is a big problem, contributing to a negative work environment and effecting productivity.
These things cause distracted employees, make the workplace less safe, waste a lot of company time, and decrease morale.
People are going to talk about their issues with someone. If there isn’t a chaplain available, employees will take management or fellow employees’ time to vent their issues. A chaplain’s presence helps replace this problem.
That’s why we want to get into those spaces and help ownership and management get out of the counseling business and be free to focus on the company versus working in the company. This creates a healthier work environment and increases productivity. We get to be the calm in the chaos. A chaplain’s presence brings comfort and is seen as an overall benefit to employees.
I wouldn’t say these issues are new, but they have increased exponentially over the last three years. And companies are suffering because of it.
Mark: Thanks for those examples, Craig. I’ve witnessed workplace chaplains impacting organizations in a variety of ways throughout my career. I recall suicides being prevented, drug addictions being remedied, marriages being healed, and relationships being renewed through forgiveness. The list goes on and on.
Do you have a few inspiring success stories of your own regarding healing and restoration you’d like to share?
Craig: My goodness, yes! This is the best part of leading a chaplaincy ministry.
Death on the road is all too common. We provide casualty and loss care in cases where there is a death for any reason while a trucker or associated individual is away from home. One of our guys was able to talk to the daughter of a man who died in a terrible accident. Her dad fell asleep at the wheel, and the truck ended up plowing through a construction area. Fortunately, it was at night and no one else was around, but it was a terrible and unexpected death.
Our chaplain was able to answer her questions about the fairness of God when her loving father was taken away from the family. He had conversations with her for the following weeks and months after the loss of her dad.
Another chaplain found out an employee at a company he serves had rushed to the hospital for emergency surgery on his infant daughter. Within a half hour of hearing about this, our chaplain was at the hospital too. The owner of the company was also there.
That man and his wife said they had never experienced people caring for them like that before. It made a huge impact.
Yet another chaplain was at an early morning company safety meeting. At the end of the meeting, he was given time to speak to the whole company. This happens a few times a year where he can present why he’s there and how to get a hold of him, and then pray for the day.
Before he prayed, he felt God nudge him to share about the Gateway to Freedom part of our ministry. He said, “If any of you are struggling with unhealthy and unwanted sexual behavior, please come and talk to me. No judgment; just conversation.” He wasn’t sure how that would fly early in the morning. But right after the meeting, a guy came up to him and shared how pornography had ruined his relationship with his girlfriend and he wanted help.
That chaplain, who serves at this company just one day a week, was able to follow up with this guy and continue helping him get rid of that destructive behavior.
The last story could have been a lot worse. A driver entered a truck stop late one night and asked the woman at the register to take his dog. She told him they cannot do that, and the night manager came out and affirmed this. So the driver stormed out and, 15 minutes later, came back in, placed a bullet on the counter, and told the woman, “This is for your manager if you don’t take my dog.”
He then threatened the manager directly, followed him back to his office, and shot him twice from close range. Fortunately, the bullets missed vital organs and didn’t kill him; and the police arrived to apprehend the driver. But our chaplain was able to care for the employees of that truck stop and stay in contact with the manager who was shot.
The people who worked there were so thankful for their chaplain at a time like that.
Mark: Do you have any suggestions for organizations that don’t have the finances to support hiring chaplains? What are some things they can do to help struggling employees?
Craig: The first thing I would say is it’s probably costing you more to be without a chaplain than to bring in one. The stability a chaplain’s presence brings and the increased ROI that comes after one’s been around will far exceed the cost. It is worth it, so I would say give it a try.
We do work with companies to find out what they’re looking for, make suggestions, and customize a plan. A company could start with an on-call and casualty and loss chaplaincy service and go from there. We offer a range of services all the way up to a full-time chaplain present there every day.
You already know what it’s like not having a chaplain. I say take the step to give it a try and see the difference one will make in your company. If anyone would like to talk to a company owner who uses our chaplaincy services – to hear how a chaplain’s presence makes a difference – let me know and I’ll connect you with one.
Mark: Where do you see TFC Global heading in the next few years? How do you expect it will expand?
Craig: The chaplaincy model from being in chapel trailers in truck stops to the corporate chaplaincy model in trucking companies is a recent change for us. Therefore, we see the number of chaplains who are well trained and placed in companies around the country expanding quickly.
With respect and honor to the past methods, we will keep adapting to the industry’s changes. We’re going where the people are and where we can have the highest potential for long-term spiritual impact. Right now, that is trucking companies.
Our Chaplain’s Training Program is growing, and we see that expanding even further still. We’ll train anyone interested in chaplaincy, even if they’re not looking to join TFC Global. People have taken this training to see if God is pulling them toward chaplaincy. Others have taken it as continuing education, and all TFC Global chaplain candidates go through it.
We offer our first-level, 20-hour, three-day intensive twice a year: once in the spring and once in the fall. Upon successful completion of the training, participants are credentialed through Chaplains International.
International Missions is another thing we see growing in the future. We have TFC Global affiliates in Africa and are in conversation with people in other countries who want to bring TFC Global to their country.
Mark: What is the best way to have an interested person contact you for chaplain services for their employees?
Craig: Feel free to use my email, craigm@tfcglobal.org, or call my cell directly at 717-297-0681. The main TFC Global office number is 717426-9977, or you can check us out at tfcglobal.org.
Mark: Thank you for taking the time to meet with me today and provide encouragement for our readers. Is there anything else you’d like to share?
Craig: Thanks for the opportunity to speak with you. As I was participating in the “Protect Your Mission” seminar a while back, I knew we needed to connect. You kept mentioning chaplaincy services as a way for a faith-based company to affirm its faith-based purpose. It was gratifying for an outside organization like In HIS Name HR to talk about the benefits of chaplains in the workplace. We benefited greatly from that seminar in addition to the unsolicited plug.
The last thing I want to say is that an organization like ours needs support. We want to expand our chaplaincy services. In order to do that, we need support.
Recent studies have shown that people want to give but are more cautious and check out the organizations first. I ask boldly and with faith in God’s provision for your financial support. Please check us out, as I’m confident you’ll see we’re wise stewards of all that is God’s.
Eternity hangs in the balance for everyone, and our target audience will most likely not attend a church. We want to serve as chaplains in non-faith-based companies also. We choose to go where the darkness is in order to shine the light of the Gospel. Therefore, please become a faith partner with TFC Global.
Mark: Thank you so much, Craig. May God continue to bless you, your family, and TFC Global.
As you can see, we were thoroughly impressed and inspired by TFC Global and its chaplain services. We hope you’ve been inspired as well to consider retaining a workplace chaplain for your organization.
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Concerned about the HR programs at your organization? The benefits of having a trusted partner to guide you and your team to excellence are invaluable. Contact us today. You—and your employees—will be glad you did.
Rise with us by implementing our high-performance remote human-resource programs to help find great people! E-mail us here.
Mark A. Griffin is president and founder of In HIS Name HR LLC. Connect with him on LinkedIn and Twitter
Mark A. Griffin | Blog, Christian Higher Ed HR, Human Resources
Nov 6, 2023
Employee Volunteerism: Spreading Hope in Schools
Featured Organization: Bible2School
We are living in tumultuous times. Political and socioeconomic unrest is at a record high. Depression, anxiety, physical ailments, and mental illness plague our society. It seems everywhere we turn, we face more bad news – a precarious economy, wars, division, rising crime, and strife, just to name a few.
With additional growing financial burdens at home, children often suffer the most, their physical and emotional needs taking a backseat as parents try to stay afloat. Young ones may struggle in school and face loneliness, abuse, or neglect. And social media often adds to the stress of it all.
But what if these children were given a hope and a future, just as Jeremiah 29:11 promises?
That’s just what Bible2School offers: Hope! Let’s journey together as I share with you the wonderful history and impact of this amazing organization led by my good friend CEO Kori Pennypacker. My desire is that, after hearing about her program, you’ll be inspired to support volunteerism through your employees so you too can impact your community for generations to come.
Bible2School was started in 1979 by a group of pastors in Pennsylvania known as the Manheim Ministerium. The group decided to utilize the then newly amended Section 1546 of the state school code, which allowed children to be released from school for training. In recognition of the demand for Bible study in public schools and the opportunity arising from the changes to the amendment, over 100 fifth-grade students were allowed to legally leave school during learning hours and attend Bible study.
This is through the concept of Released Time, which actually began in the early 1900s and has been upheld over the years by the Supreme Court as being protected by the Constitution. Released Time allows children attending public school to receive religious education of their choice during the school day. The only requirements are that it take place off school property, with parental permission, and it can’t be funded by tax-payer dollars. Students are then permitted to leave school grounds and spend school hours in Bible study classes.
Pretty amazing, right?
As the program grew, the Manheim Ministerium offered bus transportation to children who couldn’t walk to a participating church. This helped it become a major success and grow into a nationwide movement, delivering the word of God to communities across the state.
Forty years later, Bible2School has expanded nationwide, thanks to its subscription-based franchise model. Community members interested in offering a Bible2School program can work directly with the organization’s leadership team for access to resources and curriculum implementation. Bible2School has perfected the onboarding process using a proven four-step system. Community leaders are offered a Christ-centered curriculum, over 450 tools and resources, a customizable website, ongoing training, coaching, and live support to get involved.
As we know, public schools have been under attack ever since in-class prayer was removed; and spreading Christian teachings has become an uphill battle. Moreover, Christianity as a whole has seen significant declines. Fifty years ago, 90 percent of Americans self-identified as Christians; today, that number has sadly dropped to 64 percent and continues to fall. At this rate, the Christian majority is at risk of disappearing by 2070.
These rates are reflected in the classroom, where children are often subjected to inappropriate curriculum and messages. But this is where Bible2School comes in, filling the significant void in the public school system. The organization recognizes that there is an urgency to introduce children to Biblical truth at a young age when the rostrolateral prefrontal cortex of the brain is developed. This usually occurs between 2nd and 4th grade.
During this short time, from ages seven to 11, logical reasoning begins to take shape, providing the foundation for morals and values. This could explain why 63 percent of Christians accept the Lord between the ages of 4 and 14. In other words, we have a small window of time to make a critical, lasting impact on children and change their lives forever!
Bible2School’s impact has yet to reach every community. However, it is spreading and already offers incredible resources for parents who don’t have in-person access to it. This includes a weekly podcast that provides parents with essential information centered around ways to share God’s word in everyday life. Teachings like “Discovering the Lord’s Hebrew Calendar in Real Time ” and “Two Things Kids Need to Know About Intruder Alert Drills” are just two examples of powerful episodes.
Bible2School also offers a regularly updated blog filled with relevant articles. And the Bible2School website features dozens of craft ideas like a family prayer-request box, pretzel sticks, and God’s promises project boxes. Though it’s the CBA Cross that’s been deemed the most popular resource for children to share the gospel. A CBA – which stands for confess, believe, and ask – gives children the opportunity to engage with Jesus through a free cross project, complemented by an easy how-to video.
What an amazing tool!
Recently, I had the opportunity to have lunch with CEO Kori Pennypacker. Though we’ve known each other for over a decade, we hadn’t had a chance to catch up for years. Since our last meeting, both of our organizations in Lancaster, Pennsylvania, have spread nationwide. (Never limit God!) Kori is a continued inspiration to me, as I hope she will be to you!
Mark: Kori, great meeting with you today! I’m excited to share with readers what you’re doing. My first request is simple: Describe in your own words what exactly your organization does.
Kori: Bible2School is a public-school ministry that equips passionate moms, dads, grandparents, and communities to teach the Bible to children attending public elementary school DURING their school day: DURING school hours – typically over lunch and recess. And it’s legal. About 60% of the children who come to Bible2School have no church home, so kids are being taught about our amazing Savior, Jesus, for the very first time.
Mark: Thank you for speaking to us from your heart. It’s always good to have your narrative down so succinctly. My next question has to do with impact. What impact have you seen in the lives of the children your teams have been working with? Do you have any especially meaningful stories to share?
Kori: We have seen many transformed lives for Christ! The biggest question children ask regularly is, “Who’s God? I’ve never heard of him.” In this post-Christian world, this is sadly common. We’ve seen such relief in children’s faces when we tell them that God made them, God loves them, God has a plan and purpose for their life, and Jesus Christ died for their sins so they can believe in Him and be in heaven with Him someday. This is such a burden off their shoulders.
One little blue-eyed, curly blond-haired boy named Gabriel, who lived with his grandmother, really sticks out to me. He didn’t know anything about God, and he was so eager to learn every week. He ended up accepting Christ as his Savior during a large group lesson, which was incredible, and skipped back to my table.
When I asked him to tell me more about it, he had an unforgettable answer that brought me to tears. He said, “I’ve always wanted to know how to get to heaven, but no one ever told me.” These kids live near our homes and near our businesses, and we need to tell those like Gabriel who God is. Bible2School makes it easy to do that.
Mark: We work with employers all over the country. Many are looking for programs to help their employees engage the community. Do you think this approach would help not only advance your organization but also give employers an opportunity to support it through their employees?
Kori: Yes, it would help the employees and their organizations, and the children and their families. We take a community approach and, honestly, our programs can’t do this without the support of Christian businesses. And we want to support our local businesses. Our Business Partnership Program – that I encourage all employers to consider whether you’re working with Bible2School or another great non-profit – makes a lot of sense. Henry Blackaby said in his best-selling book Experiencing God that we need to “find where God is working and join Him there.”
We love to cultivate relationships with businesses that have a passion for spreading the Gospel to children and who want to help impact the next generation in their community. Our business partners inspire their employees through:
- Volunteering – Some employers offer flexible hours or PTO time so their employees can be small-group leaders for our Bible classes. That is a huge help for our children to have positive role models from these Christian businesses.
- Matching – Some employers also come alongside employees to encourage generosity by offering to match the employees’ donations to Bible2School. A lot of times, this is an awareness thing. Employees want to be generous but they don’t know where to give.
- Giving Back – Employers can discount their service/product programs tithing a percentage of the profit that goes to Bible2School. We have an electric company that offers a special program where a percentage of the proceeds go to our Bible2School kids.
- Introducing Someone – This is so valuable to us! Business leaders know other business leaders, so we ask that they introduce us to ONE other business leader who we can start building a relationship with. We’ve even given presentations at company events as a way of inviting people into our mission!
Just like any partnership, we want it to be mutually beneficial. Ministry is a team sport! So our Business Partnership Program has the ability to unlock company culture excellence and unite your community. In fact, 89% of businesses believe that partnering leverages their ability to improve their communities. And the employees love it! We spotlight our partner businesses in our monthly e-newsletter, on social media, our website, and at events. And we in turn share all the impact stories on a regular basis so we can all celebrate what God is doing through the employees and Bible2School. It’s a win-win!
Mark: Our readers, like our employers, are national. Are they still able to use your materials and process? How does that work?
Kori: Yes, our Bible2School program can equip leaders in any state to reach their local public school with the Word of God on a weekly basis. We don’t want anyone to reinvent the wheel. So we’ve developed a subscription-based franchise model with a small cost that provides all the proven Christ-centered curriculum, over 450 online tools, expert coaching, a robust website, team-building, and sustaining support that’s needed to make it as easy as possible.
Mark: We have readers from Christian higher education institutions. Any suggestions on how they might engage students or expose this program to faculty?
Kori: Students lookin
g for volunteer hours can use our website to find a program in their area to offer their volunteer services. Bible2School is an excellent example of community ministry, and we’re happy to be a resource for Christian colleges looking to enhance their curriculum in this area. Having experience working with children out in the community with a topnotch Bible program is a great addition to a student’s resume.
Mark: If someone is interested in learning more about your program, what is the best way for them to reach you?
Kori: The best way to reach us is through our website, Bible2School.com.
Mark: How has Bible2School impacted your own personal and spiritual life?
Kori: I see God working here in our public schools through this program. What a gift to join Him! People tell me that God was taken out of public schools, and I tell them they’re wrong. God is being brought to the children through Bible2School – I see it every week! And children, like adults, are hungry for the truth. That’s how we recognize counterfeit: We study His Truth.
As a leader, I just keep taking one step forward and He makes things happen. Things only He can do. So He gets the glory. Whether it be funding or volunteers, both of which we need this year, He provides. It’s not about me. It’s a humbling, challenging, and joy-filled leadership journey.
Mark: Thank you so much for your time today, Kori. Do you have any final thoughts you want to share with readers?
Kori: There are 64,000 public elementary schools in America, and there Bible programs available in less than 10%. Wouldn’t it be great to reach the one near your business?
We had a public-school teacher share with us that her school was in lockdown for an active shooter. And as far as they knew, it wasn’t a drill. The children were so scared, crowded against a wall, crying and writing goodbye notes to their parents.
She said she looked up and heard them before she saw them: three little Bible2School girls praying out loud for their class, their school, and their teacher. It calmed the class and gave her the courage to do her job to protect these precious children.
These girls didn’t know about God before coming to Bible2School. Thankfully, this was a drill and the children were safe. But the teacher said that these girls’ pure faith inspired her and their class.
Who do you know who would be passionate about reaching the public-school children in your community for Jesus? I would love to be introduced and start a conversation. One introduction can make an eternal difference.
I appreciate this opportunity to share today!
Mark: Thank you, and God bless you and Bible2School!
Programs like Bible2School are wonderful ways to get involved in your community and make a lasting impact. If you’re looking to boost volunteerism among your employees, consider taking that next step! For more on Bible2School, visit Bible2School.com
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Concerned about the HR programs at your organization? The benefits of having a trusted partner to guide you and your team to excellence are invaluable. Contact us today. You—and your employees—will be glad you did.
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Mark A. Griffin is president and founder of In HIS Name HR LLC. Connect with him on LinkedIn and Twitter
Mark A. Griffin | Blog, Christian Higher Ed HR, Human Resources
Jan 7, 2019
This blog series focuses on nine areas that keep employees committed to your organization. In our opinion, employees stay committed when they are Involved, Paid Well, Asked for Input, Challenged, Empowered, Trusted, Valued, Appreciated, and Mentored.
Do You Mentor Your Employees?
There are many factors that affect employee motivation and performance in the workplace. Although often overlooked, mentoring is one such factor. Mentored employees are employees who feel valued. As such, a mentorship program in your workplace is vital to employee happiness. In fact, workplace mentorship could be the catalyst you need to help your employees drive high performance.
What Is Workplace Mentoring?
Workplace mentoring is an organized learning partnership with employees. It involves sharing information, insights, knowledge, and experiences. The aim? To increase productivity and employee value.
All successful organizations have one trait in common—great leaders. But it doesn’t end there. To build a sustainable success, leaders must share their knowledge and values with employees. Mentoring is an effective way to pass on this knowledge.
Mentoring shouldn’t be restricted only to new employees. Even tenured employees often need guidance. The personalized leadership provided by a mentoring program can yield great rewards.
Why Is Workplace Mentoring Important?
Mentorship is vital to the culture of large enterprises and small organizations alike. A study conducted by the Chronus Corporationshows that mentorship programs are popular with Fortune 500 companies. In fact, about 71% of these companies offer organized mentorship programs. Another study, among Millennials, reveals that more than 79%think mentoring is crucial to attaining their career goals. But what benefits can you derive from having a mentorship program in your workplace?
Training Employees
To get the best results from your employees, there is no doubt you need to train them well. But the training doesn’t have to be through crash courses or organized seminars. Some of the most valuable knowledge we pick up as humans comes through informal settings.
A mentorship program provides the training avenue employees need. It’s through mentoring that employees gain or update the knowledge needed to perform at work.
Infusing Leadership Skills
Leadership is one of those skills that can’t always be learned effectively in a classroom. A mentoring program, however, is a great avenue through which employees can pick up invaluable skills. This can prove to be of great benefit to the organization in the long run, as a new generation of leaders is already saddled to handle the reins. Transitions can therefore be smoother and retirement gaps easier to fill.
Reducing Attrition
From a managerial perspective, reduced attrition is the most important benefit of a mentorship program. A potential for growth and development is one of the major motivational factors that ensure employees stick with an organization.
A mentorship program gives employees a necessary sense of belonging. Employees in a mentorship program believe they have a great potential for career progression, which helps them experience their work as rewarding and keeps them contentedly right where they are.
Putting a Mentorship Program in Place
So, think about this again: Do you mentor your employees? If your answer is no, or your yes carries a tinge of uncertainty, you have yet to maximize the productivity of your employees. Organize a mentorship program today. Get your HR department involved, develop a brilliant program, and watch as you achieve results you didn’t think were possible.
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In HIS Name HR helps organizations build high-performance Human Resources programs. Visit them at In HIS Name HR.
Mark A. Griffin is the founder and chief consultant of In HIS Name HR LLC. Connect with him on LinkedIn or Twitter.
Mark A. Griffin | Blog, Christian Higher Ed HR, Human Resources
Dec 21, 2018
This blog series focuses on nine areas that keep employees committed to your organization. In our opinion, employees stay committed when they are Involved, Paid Well, Asked for Input, Challenged, Empowered, Trusted, Valued, Appreciated, and Mentored.
Employees Stay Committed When They Are Appreciated
The best way to create a healthy workplace environment is through communication and appreciation. As leaders of the management team, it’s vital you work out strategies to show your employees that you both value their work and appreciate their contributions to the team. With good employee communication and understanding, your organization can achieve high performance.
One initial step to great leadership is realizing that employees don’t just desire a paycheck—they need recognition and encouragement. In fact, a recent Harvard Business Review article stated that “people are more likely to jump ship when they have a horrible boss.” So, it is just not pay dissatisfaction that makes employees leave; typically it is poor leadership.
It’s easy to say “Thank you,” or “Good job,” and just be done with it, but there are countless meaningful ways to show support and respect for your employees while encouraging better performance.
Many of us being Christian leaders in the workplace, it’s also important to ensure we help people to understand their contribution to the greater good. There’s never been a better time to demonstrate inspired leadership and show your team members what a difference they make. We need to be a light in a dark world. I recently spoke to an employee at an organization who has never been to church. His only exposure to Christ was through Christians in the workplace. That is a hefty responsibility for us.
One issue that many leaders have, however, is a lack of understanding in terms of how to communicate with employees. Often, we take for granted our employees’ performance, which can lead to resentment and not feeling valued in the organization.
The following is a list of several ways that we, as leaders, can take the initiative to show our employees that they’re appreciated while keeping them on task:
Install a Rewards System
Employee recognition often holds more value if it’s peer-inspired, and putting employees in charge of honoring each other’s best efforts can be an ingenious way to inspire confidence.
By allowing employees to tout each other’s best efforts and choose their own reward plan, you build a culture of praise and ownership. But remember: The best ideas come from employees. Instead of you dictating what their rewards should be, put together a team to solicit ideas.
Spend Time Connecting
Absent leaders who don’t take the time to connect with their employees rarely see the best results. Your employees are hardworking contributors to the success of your business, and spending time connecting with them is vital.
From generating their best ideas to feeling a genuine desire to please you, making connections with your employees goes a long way toward forging a strong mutual relationship that will do wonders for you andthem.
Educate
Whether it’s having an instructor in or providing mobile learning, letting your employees engage in learning to develop their already strong skills demonstrates a great deal of faith in their abilities. When an organization, and a leader, invests in employees, it shows an appreciation for the value they have to offer, as well as faith in their expertise.
Nothing is more motivating for an employee than feeling as though their contribution is appreciated enough to nurture.
Get Feedback
Nothing says respect like asking for feedback. And while it can be difficult for employees to feel comfortable telling you what they really think, there are different methods to open the channel of communication.
From an online survey to developing an old-fashioned, Christian, open-communication bond, there are several ways to communicate how important your employee’s feedback is, both to you and the future of the organization. After all, nobody grows an organization alone—we require employee feedback.
Implement a system that encourages feedback, such as one that consists of a set of questions regarding their likes and dislikes in the workplace and on the leadership in the organization, and provide open fields to allow for free expression. Consider using a 360-LeadershipAssessment to help develop your leaders.
When employees feel heard and free to contribute, they’re far more likely to take ownership.
Reward Their Passions
One of the best ideas for incentives I’ve ever heard is setting aside time as a way to reward your employees. Giving your team the gift of time off for doing a bang-up job can be incredibly motivating. Encouraging them to take that time and indulge one of their passions is even better.
Whether it’s volunteering time at a local charity, ministry, spending time with their children or taking some time to partake in physical exercise, there are lots of nurturing and inspiring ways to reward your employees with time.
As leaders, it’s up to us to create the bonds we want to enjoy with our employees and the culture we’d like to implement on the job. Appreciation and healthy communication are vital to this dynamic, and there are many ways we can go about nurturing an inspiring work environment. Have you enjoyed particular success rewarding and motivating employees? Or do you have other inspiring ideas to share? If so, let us know.
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In His Name HR helps organizations build high-performance Human Resources programs. Visit them at In HIS Name HR.
Mark A. Griffin is the founder and chief consultant of In His Name HR LLC. Connect with him on LinkedIn or Twitter.
Mark A. Griffin | Blog, Christian Higher Ed HR, Human Resources
Dec 14, 2018
This blog series focuses on nine areas that keep employees committed to your organization. In our opinion, employees stay committed when they are Involved, Paid Well, Asked for Input, Challenged, Empowered, Trusted, Valued, Appreciated, and Mentored.
Do Your Employees Feel Valued?
Every organization that hopes to achieve its goals and objectives needs employees to commit to the task. As employers, it falls to us to keep our employees motivated. As any employer knows, unmotivated employees contribute less to reaching organizational goals.
Motivated team members are the hallmark of a progressive organization. In fact, they often go above and beyond for their organization.
What makes them so motivated? It’s simple—they feel valued.
Organizations that go out of their way to make their employees feel valued often reap great rewards. As a manager, one of the most important things you can do is to show your team their value.
And while it’s important from a productivity point of view, that’s not the only reason. From a Christian perspective, we all deserve to feel valued. To know that our contribution makes a difference.
To understand that our work is for the greater good.
How to Make Employees Feel Valued
There are several ways to contribute to an employee’s sense of value. For example, making it clear that every role has a direct impact on the good of the organization.
As a manager, it’s vital never to trivialize any of your employee roles. Employees must understand that their efforts help to cut a clear path to success for the organization. There are a variety of ways to cultivate a high sense of value among the workers in your organization, including:
Communication: Open the channels of communication between employees and leadership. It’s important to listen to employee opinions and follow suggestions where appropriate.
Making changes based on employee feedback sends a clear signal of value and appreciation.
Communication should always be professional, but never stiff or distant.
A leader should always be willing to facilitate smooth communication with employees. Open and natural communication with the leadership team makes employees feel valued.
Showing Appreciation: The best way to motivate employees to do more is to show appreciation for tasks already done. On a personal level, a “Thank you for a job well done” can lift employee morale faster and higher than just about anything else.
Many organizations send appreciation emails to employees after a significant win. Events dedicated to rewarding employees are also great on a yearly or even monthly basis. This type of reward system spurs employees to do more. But the organization must be consistent and transparent in its dealings to ensure sustainability.
Encouraging Work–Life Balance: As a manager, it’s important to appreciate and respect that employees have a life outside of work. Placing heavy value on work at the expense of employee personal lives is counterproductive. Work schedules should be flexible, even if only to a small extent. Managers should not be quick to say no when employees request time off to attend personal events.
A recent article in Accounting Today stated, “A new global survey via professional services network World Services Group found that among young professionals in North America (as well as the rest of the world), work–life balance was the biggest priority in their professional lives, beating out wealth and leadership opportunities.”
For any organization to produce results, you need the full commitment of all employees. Leadership should never simply expect employees to have the desire to move the organization forward.
The reason behind this is clear. Employees often have a lesser stake in the organization. Yet, as a manager, if you’re able to make your employees feel valued, there is no limit to what can be achieved.
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In HIS Name HR helps organizations build high-performance Human Resources programs. Visit them at In HIS Name HR .
Mark A. Griffin is the founder and chief consultant of In HIS Name HR LLC. Connect with him on LinkedIn or Twitter.
Mark A. Griffin | Blog, Christian Higher Ed HR, Human Resources
Dec 7, 2018
This blog series focuses on nine areas that keep employees committed to your organization. In our opinion, employees stay committed when they are Involved, Paid Well, Asked for Input, Challenged, Empowered, Trusted, Valued, Appreciated, and Mentored.
How to Show Employees You Trust Them
In order for any organization to achieve high performance in these difficult times, it’s important that your employees be committed to your organization and your organization’s success. In order to gain the commitment of your employees, leaders or managers need to include employees in some of the organization’s decision making and show they trust the employee to do what’s in the organization’s best interest.
The human resources department may be able to give you tips on some ways to engage your employees and build trust. In the meantime, here are some ways to help you build employee trust and commitment.
Show Your Employees You Value Their Input
One of the most important ways to secure your employees’ engagement and commitment is to show you value their input and contribution to making your organization a success. Everyone wants to feel valued and showing each employee that you appreciate their contribution earns their trust and makes them more committed to you and the organization.
In order to garner input, you must have a foundation of trust. Trust is an “evolving thing that ebbs and flows,” says David DeSteno, a psychology professor at Northeastern University and author of The Truth About Trust. If you don’t have trust, more than likely you won’t get honest and in-depth input from employees. In fact, we often find that when trust is lacking, it’s rarely worth the time and effort required to survey or interview employees for ideas—they just don’t have the energy, or care to contribute earnestly.
Goal Setting
In order for any organization to move ahead, they need to set goals. Use goal setting to build trust by first setting your top-level goals and then allowing your employees to set their own short-term goals and objectives to reach yours. You may be surprised to discover that, given the opportunity, your employees will set higher short-term goals and clearer objectives than your HR department likely would.
You can then use the annual review process to assess achieving the overall organizational goals and how well your employees have stepped up to do so.
Let Your Employees Define Their Job Description
Another thing your HR department or supervisor can do is to let your employees define their own job description. By encouraging your new employees to research the best practices in their area of responsibility and examine what experts in their field think their job should entail before writing out that job description, not only will that job description be far more detailed but they will include much more in the job description than your own HR department would.
When you give your employees the responsibility of defining their own roles in your organization, they will be far more willing to shoulder added responsibility than they otherwise would.
Problem Solving
One of the best ways to show your employees that you trust them, and to solidify their commitment to you, is by involving them in problem solving. Whether you are trying to bring a project in under budget, cut expenditures to make more profit, or deal with other organizational issues, sharing critical or even confidential information and allowing your employees to solve the problem will definitely solidify their engagement with your organization and strengthen their commitment to the organization and its welfare.
These are just four ways in which you can demonstrate that you trust your employees. What has been your experience? How do you managerially or corporately develop and demonstrate trust with your people? Leave comments below. We value your contribution.
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In His Name HR helps organizations build high-performance Human Resources programs. Visit them at In HIS Name HR.
Mark A. Griffin is the founder and chief consultant of In His Name HR LLC. Connect with him on LinkedIn or Twitter.
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In His Name HR helps organizations build high-performance Human Resource programs. Visit them at In HIS Name HR or e-mail them.
Mark A. Griffin is the founder and chief consultant of In His Name HR LLC. Connect with him on LinkedIn or Twitter.
Mark A. Griffin | Blog, Christian Higher Ed HR, Human Resources
Nov 29, 2018
This blog series focuses on nine areas that keep employees committed to your organization. In our opinion, employees stay committed when they are Involved, Paid Well, Asked for Input, Challenged, Empowered, Trusted, Valued, Appreciated, and Mentored.
Are Your Employees Truly Empowered?
An organization’s most powerful asset is its workforce, and many leaders lose sight of that. While the metrics may center on the finances, enrollment numbers, on-time delivery, user statistics and customer feedback, ultimately it’s the frontline employees who are giving their all to keep the organization strong. Our experience is that no matter the product or services offered, many organizations miss the mark when it comes to how to empower employees.
To that end, being sure to empower your employees will go a long way toward both increasing productivity and lowering attrition rates, not to mention ensuring strong interaction between employees and the people you serve.
From a Christian perspective, it behooves us to empower everyone we can, and doing God’s work is just as vital at work as it is at church, at home, and everywhere we interact with others.
From a leadership perspective, we trust our employees to represent the organization in the best possible way—but this can be faulty logic if employees do not feel as though their contribution is vital to the health of the organization.
Failing to make employees feel needed and empowered can lead to resentment, poor performance and high staff turnover. It can wield a real impact on the success of your organization in several ways.
For example, a 2017 Gallup poll showed 85% of employees are not engaged or actively disengaged at work. —disengaged workers have been found to cause corporate losses of between $450 and $500 billion per year.
Recent studies have also shown that promoting employee happiness leads to an increase in engagement, which ultimately encourages employees to take ownership in the success of the organization.
How can you empower your employees? Here’s our list of ways to ensure they feel empowered:
Define a clear path to success
True leadership means promoting a clear vision of organizational success and enabling your team to take ownership in order to reach that success.
By helping to define the organization’s vision, along with defining the roles people need to fill in order to contribute to the overall success of the organization, you succeed in giving your staff the clarity they need to move the business ahead.
Trust is vital
One of the most critical steps you can take to help your employees feel empowered is to demonstrate that you trust their expertise and have faith in their decisions.
By allowing your employees to use their knowledge to brainstorm and implement viable processes and solutions, you demonstrate your belief that their contribution is directly responsible for the success of your venture.
While many organizations take the attitude that developing process is something only management can do, your frontline staff can almost always provide you valuable input, so treat their knowledge as an asset.
Communicate
By communicating clearly and ensuring that employees always know exactly where they stand, you open the door for a balanced, happy workforce.
From day-to-day expectations to organizational-wide policies, and everything in between, making sure that your communication is both heard and understood leaves little room for misunderstanding, and helps employees to feel as though they are important enough to be in the know.
Engage
No matter how much work you put into making your employees feel empowered, little will come of it if you stride by the proverbial water cooler each day and don’t bother to interact.
Team building is a vital component in engaged, cohesive teams, and that means not only helping your staff engage with each other but participating in the interaction. Great leadership starts with a true understanding of the organization from the ground level up. Taking the time to connect with employees is a vital means to achieve that.
Offer opportunities to learn
Knowledge is empowerment, and by allowing your employees the chance to engage in self-directed learning, you offer true empowerment that can last a lifetime.
Whether through self-directed learning or by establishing other means such as an organization-wide education platform, allowing your employees the opportunity to learn about job-related subjects not only improves work performance but allows them to feel stronger in their area of expertise. Consider building learning into your annual review process. Have a section where employees can identify their strengths and build on those. Oftentimes, review systems zero in on the negative. In contrast, our process focuses on the positives while mitigating and eliminating the deficiencies, or what some call negatives. Learn more about how we partner with organizations here.
Offering learning opportunities also illustrates to your staff that you view their expertise as a worthwhile investment, which creates a lasting bond with the organization.
Overall, empowering employees helps plant the seeds for long-term organizational growth and success, while building strong, highly engaged teams. Offering your staff this type of support will go a long way toward helping them feel invested in the success of the organization while ensuring healthy customer and client relations.
From improved productivity to employee engagement, empowerment of this kind is an investment in your greatest asset—your workforce.
It’s also always the right thing to do, as both a leader and a Christian.
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In His Name HR helps organizations build high-performance Human Resources programs. Visit them at In HIS Name HR.
Mark A. Griffin is the founder and chief consultant of In His Name HR LLC. Connect with him on LinkedIn or Twitter.
Mark A. Griffin | Blog, Christian Higher Ed HR, Human Resources
Nov 23, 2018
This blog series focuses on nine areas that keep employees committed to your organization. In our opinion, employees stay committed when they are Involved, Paid Well, Asked for Input, Challenged, Empowered, Trusted, Valued, Appreciated, and Mentored.
Are Your Employees Challenged?
Wondering how to best challenge your employees? It’s likely easier than you think. One of the first critical steps is to have your employees think through how they might serve the organization by supporting its mission, vision and values. If you want your team to fulfill your organization’s mission, reach your vision, and operate within your values, you must build these three critical proclamations into all you do from a human resources perspective.
Employees perform their best when they feel part of the team and are challenged in their job. One of the best ways to challenge your employees is get them to think about your organization’s mission, vision and values, and it is the role of your organization’s human resource department to see that these three principles are built into all that your organization does.
Mission Statement
When your organization forms its mission statement, consider what makes your organization unique and build your mission statement with that uniqueness in mind. Your organization’s mission statement should be worded in broad terms that encompass a principle that employees can get behind, encouraging them to strive to achieve this mission.
Most employees want to give their employers what they think the employer wants, so the broader your mission statement is, the more your employees will challenge themselves to interpret the mission, often going above and beyond the employer’s expectations.
For example: the mission statement of Hyatt Hotels is “To provide authentic hospitality by making a difference in the lives of the people we touch every day.”
The broadness of this mission statements leaves the interpretation open and encourages employees to strive to “make a difference” in the lives of hotel customers by providing them with excellent customer service within their defined jobs. While employees who greet and register guests of the hotel may see their role as one that includes learning guests’ names and greeting them by name, they may also feel their responsibility extends to arranging transportation for guests when needed, suggesting fine dining or kid-friendly dining establishments, or providing directions to nearby scenic places guests might like to visit. Housekeeping staff may see their mission as not only ensuring that guests rooms are cleaned and well stocked but going the extra mile to check back and see if guests need anything additional, like more towels or an extra pillow to ensure a guest’s comfort, thus going that extra step to ensure a guest’s stay is more comfortable or enjoyable.
The HR department should introduce the organization’s mission during the interview process and continue to establish that mission with every interaction with an employee. This creates an environment where each employee may take different steps to accomplish the mission, but those steps can and should lead employees to work as a teamto fulfill the overall mission.
Vision
While the mission statement should be broad, the vision statement should narrow down the mission into something measurable. Some organizations have a single vision statement that can change over time; other organizations may have several sub-visions. For example: One of the sub-visions of Hyatt Hotels is to ensure that every guest has a clean and comfortable room. A clean room is something that can be measured and supports the overall mission of the organization.
Values
Your organization’s values spell out, in at least general terms, how you expect your employees to behave toward one another, the organization’s managers, and the people the organization serves. Challenging an employee to stick to the organization’s values is what creates a time with everyone working toward a common goal.
When the human resources department prioritizes the mission, vision, and values in every interaction with employees, they create an atmosphere where the employees willingly challenge themselves to reach the organization‘s goals.
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In HIS Name HR helps organizations build high-performance Human Resources programs. Visit them at In HIS Name HR.
Mark A. Griffin is the founder and chief consultant of In HIS Name HR LLC. Connect with him on LinkedIn or Twitter.
Mark A. Griffin | Blog, Christian Higher Ed HR, Human Resources
Nov 16, 2018
This blog series focuses on nine areas that keep employees committed to your organization. In our opinion, employees stay committed when they are Involved, Paid Well, Asked for Input, Challenged, Empowered, Trusted, Valued, Appreciated, and Mentored.
Do You Ask Your Employees for Input?
No individual can competently run an organization singlehandedly. And when more than one person is involved in running it, someone needs to be in charge of decision making.
If you happen to be the leader at your place of work, that responsibility largely falls on you. But the fact that you call the shots doesn’t mean the opinions of others don’t count. Your employees have their own opinions, but the question is, how often do you ask them for input?
Why Is Employee Input Important?
Leadership consultants tell us that organizations should announce that they welcome feedback from employees. They should go a step further and actively solicit this input. Employees often have strong opinions but tend to keep them private for fear of offending management or speaking out of turn.
Yet, constructive criticism from employees can improve productivity. As a manager, it’s imperative to ask for and value the opinion of your team members. Employees view issues from a different perspective. And even if you don’t agree with them, a fresh perspective is always welcome.
The results of a survey conducted by the Zenker Folkman firm suggests there is a direct connection between soliciting input and leadership effectiveness. However, a leader doesn’t simply become better by asking for feedback. The correlation stems from the fact that seeking input from employees means a leader is making conscious efforts to get better. And the leaders that get better are those who constantly work to improve their leadership methods and skills. In fact, arguably one of the worst actions an employer can take is to solicit feedback and then ignore it.
How to Go About It
There are many methods to request input from employees. Below are some of the most important or common ones.
Employee-Led Reviews
It’s important to conduct periodic reviews in order to monitor progress. This will help you devise new strategies to reach organizational goals. Although annual performance reviews are already a major part of the culture of many organizations, there are numerous questions that surround their relevance and effectiveness. These questions tend to stem from the approach rather than the process itself. If done right, annual reviews are a great tool through which an employer can gather employee input throughout an organization.
We find that the best review process is one that is led by employees. Have the employee set up the meetings, set goals and objectives, and develop their own career development. When done correctly, and with HR and leadership review, you can move the organization to much higher levels of performance.
Leadership 360° Feedback
A 360-degree feedback system is a method of gathering opinions about the performance of an employee from people connected with the organization.
The process usually involves a complex web of information. Opinions are gathered from virtually everyone in or close to the organization. While this tool can be used to gather information about anybody within the organization, a leader seeking input from employees can use it effectively for this purpose. The most important aspect of a 360° program is confidentiality. One of the best ways to ensure confidentiality is to hire a firm to keep this information protected. Learn more about how In HIS Name HR helps organizations ensure a confidential processhere.
Morale Climate Surveys
These surveys measure the satisfaction of employees with their work environment and the leadership of the organization. They serve as a great way through which employees can provide input on aspects of the organization they are not pleased with.
Start Asking for Employee Input Today!
As a manager or a human resource professional, it’s important to create an enabling environment. This way, employees can provide their input with confidence. But it’s not enough to simply create this environment or ask for input. Organizations should value the input of employees by listening to their suggestions.
Getting what you think is ridiculous advice? Have a talk with the employee. Clarify what is being communicated. When you listen first, and then explain your perspective and organizational goals, it gets employees thinking on track over time in terms of viable suggestions.
Most importantly, implement changes when you get great advice.
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In HIS Name HR helps organizations build high-performance Human Resources programs. Visit them at In HIS Name HR.
Mark A. Griffin is the founder and chief consultant of In HIS Name HR LLC. Connect with him on LinkedIn or Twitter.
Mark A. Griffin | Blog, Christian Higher Ed HR, Human Resources
