All successful organizations have a Mission. Without a Mission, well, no one will know what it is they are doing and why. Another problem organizations have when absent a Mission is that their customers and vendors often end up confused, having mixed expectations.
I have worked for many organizations in my time. Probably more than most, and I consider this to be a good thing. The reason I consider this a good thing is that the experiences that God has given me in these numerous and diverse organizations has made me a far more competent counselor to businesses across the marketplace than if I had occupied one narrow niche for most of my career.
One common denominator I have identified is that the businesses that are successful all have an established Mission for their organization, a Mission that is co-developed by all of their employees and is ingrained into the culture of the organization. In fact, in high-performing organizations, candidates are exposed to the organizations ’s Mission before they’re even hired. Vendors know the Mission and Customers are aware, as well.
When Vendors know the Mission and Customers understand it, that’s enormously positive, but the most powerful and impactful group are your Employees. In my wealth of experience, I have discovered an absolute truth by simply listening to employees for more than 20 years. Fully 99 percent of all employees who come to work every day, want nothing more than to do a good job; in fact, most want to exceed your expectations. It really is the American way. Work hard, play hard and love your life. The problem, though, that many organizations suffer from is a lack of leadership to help steer the organization.
Specifically, they lack leadership in creating a Mission that employees own and strive to achieve.
What is a Mission?
Your Mission is simply what you do best — every day — and why. Your Mission should reflect your customers’ needs. Having a Mission is the foundation of turning the dreams and potential of an organization into reality. So, in a nutshell, your Mission
simply affirms why your organization exists!
So what does a Mission consist of? Well, it really is not rocket science. It is simply what your organization collectively — yes, I said collectively — not top down management, or board of directors to management — developed. It works like this:
The senior management team develops a framework of what they believe the Mission is and should be.
Line management then takes the draft document to the line supervision.
Finally, employees and a good HR rep facilitate a roundtable session using the draft Mission as a guide.
You have a couple of reiterations, meetings back and forth, and then it’s time for “Congratulations!” because you now have a consensus on your Mission. Now, of course, when it is being facilitated, the facilitator must be skilled in getting everyone on board with the final product.
Key is letting your employees know that each one of them has an opportunity to challenge it, provide their personal input and suggest changes, but that, ultimately, when the majority of the employees and management agree to the final document, then it is up to all employees to respect it and support it.
Benefits of Creating or Revisiting Your Mission.
The benefit of creating a Mission or revisiting a current one is that it opens up the communication process inside of your organization. An effective Mission is based on input and commitment from as many people within your organization as possible. A Mission statement should not be an autocratic version of Moses and the Tablets. All of your employees must feel and understand your organization’s Mission. Only then can they make the necessary personal commitment to its spirit.
Tips for great Missions:
Keep it short.
Describe WHY customers will buy from you.
Define your product or service clearly.
Identify WHO is your ideal customer.
Specify WHAT you offer your customer — benefits, services, advantages, etc.
Delineate what makes your product or service different from that of your competition.
Google:“We organize the world‘s information and make it universally accessible and useful.”
Starbucks: “We inspire and nurture the human spirit — one person, one cup, and one neighborhood at a time.”
Share with us your experiences with your organization’s Mission. How was it created? Who was involved, how would you have changed the process? Is the Mission applicable to you and your coworkers? Share with us and help the community to learn and grow.
The #MeToo Movement and a Biblical Approach to HR Practices
There’s never been a more urgent time than now to have HR professionals who are grounded in sound biblical principles. With the rise of the #MeToo movement, human resources consultants are in high demand as companies, churches, and organizations ensure best practices and deal with existing charges. How should biblical principles and economic thinking impact the way we approach human resources?
For more than 80 years, Clarks Summit University has prepared men and women for Christ-honoring careers and ministries across the globe. Located in the foothills of the Endless Mountains of Pennsylvania, the university offers programs ranging from a one-year Bible certificate to associate, bachelor’s, masters and doctorate degrees.
Purpose of Position:
Provides administrative support to the Vice President for Business Administration and Finance on all personnel matters and assists with payroll processing.
Some Essential Duties:
Assists Department Heads / Hiring Managers as needed with recruitment and interview process; tracks applications, schedules meetings.
Conducts onboarding and assists with orientation schedule with same as above.
Assist in preparing for exit interviews for employees, volunteers, and student workers.
Assists new employees with online investigation and background requests via user interface / web portals; specifically, ACT 153 for employees, volunteers, and student workers.
Verifies I-9 documentation and sets-up/maintains files for employees, volunteers, and student workers.
Assists TPA with yearly open enrollment as needed.
Maintains institutional census for yearly open enrollment and administrative inquiries.
Utilizes census data to complete 1095C’s related to IRS filings and IPEDS surveys.
Processes, reviews and submits payroll with the oversight of the Director of Accounting
Assists with processing of terminations and related communication.
Records worker’s compensation claims and submits to Carrier for processing.
Working with our Insurance Carrier, secures driver approval requests and adjust coverage.
Reconciles the benefits statements and submits invoices for payment monthly.
Performs customer service functions by answering or facilitating employee requests and questions.
Updates HR spreadsheet with employee change requests and processes paperwork.
Assists with the preparation of the performance review forms.
Working with HR outsource and Department Heads, formulates and updates standard operating procedures.
Assures compliance with all state and federal leave of absence laws, including FMLA.
An Associate’s degree with at least 5 years related experience in a HR environment.
Proven leadership skills to effectively direct employees while in a professional environment, ability to properly evaluate comprehension, and application of subject material.
Must have a valid driver’s license.
Knowledge of Windows, Power Point, Word and Excel or similar programs required.
Complete support of and willing adherence to Clarks Summit University’s Standard of Conduct and Confession of Faith. Applicant must hold these standards as his/her own.
Required Personal Attributes:
Just like all Clarks Summit University employees, the conduct of this employee must be consistent with good character, and must be an appropriate reflective of our organaization’s heritage. Complete support of and willing adherence to Clarks Summit University’s mission vision and values. Applicant must hold these standards as his/her own. A statement of faith will be required of all final candidates.
Maple Lawn Associates (MLA) is committed to setting the standard as a supplier of specialty eggs to the Northeast U.S. market. A family business established in 1928, MLA values humility, integrity, stewardship, innovation, and excellence.
Purpose of Position:
The Finance Manager has the primary responsibility for overseeing the accounting functions and for providing financial reports, advice, and support to the President and management team, thus enabling them to make sound business decisions. The Finance Manager is also specifically responsible for financial preparations for customer contract negotiations.
Some Essential Duties:
Responsible for 1-2 direct reports.
Supervise the staff performing the accounting functions of AR, AP, payroll (in-house), pricing etc.
Research, develop, and maintain product-costing models that provide instantaneous key performance indicator information to company stakeholders.
Responsible for making sure that the payroll is done accurately and timely.
Produce accurate & timely financial reports on a monthly basis.
Provide and interpret financial information for the owners and managers annually, monthly, weekly, and when requested.
Monitor and interpret cash flows and predict future trends.
Four year Business Management Degree in Accounting, Training, or equivalent experience.
8 -12 years related experience and/or training.
Experience in QuickBooks and cost accounting required.
High level of proficiency in Microsoft Excel required.
It is critical that employees support the attainment of our organization’s Mission, as well as align their performance, goal setting, and focus on realizing our company’s Vision. This should be accomplished within the published Values of Maple Lawn Associates.
Required Personal Attributes:
Just like all Maple Lawn employees, the conduct of this employee must be consistent with good character, and must be an appropriate reflective of our company’s heritage. Complete support of and willing adherence to Maple Lawn’s mission and vision. Applicant must hold these standards as his/her own.
401k Profit Sharing Plan
Cash Balance Pension Plan
Paid vacation/ holidays/ sick days/ personal days
Free eggs (for employee and their household, only)
Location Will Be:
Maple Lawn Associates
2394 Black Dog Valley Road
McAlisterville, PA 17049
Maple Lawn is an equal opportunity employer.
All qualified individuals may submit a resume and letter of interest to:
Hershocks Inc.is committed to understanding, meeting and exceeding their customer’s expectations. Established in 1935 and a leading commercial glass and aluminum contractor has an opening for an individual in its Service and Small Contract Division. This person would be estimating, bidding, and then project managing commercial window, door, and storefront installations.
Visit project locations to assess customer needs
Prepare accurate bid based on job scope, specs, and drawings
Present quote to customer
Maintain detailed records of each project estimated
Order material and project manage each job awarded
Develop relationships with existing and new customers
Work together with rest of department management team
Minimum of High School education
Five years of experience in the commercial glass and glazing industry
Ability to read and extract information from architectural drawings
CAD experience a plus
Higher education in Construction Management a plus
Must have excellent communication skills and be a team player
Required Personal Attributes
Just like all Hershocks employees, the conduct of this employee must be consistent with good character, must be an appropriate reflective of our company’s heritage. Complete support of and willing adherence to Hershocks’s mission and vision. Applicant must hold these standards as his/her own.
Profit Sharing Plan
Paid Vacation / Holidays
Location Will Be:
Hershocks Commercial Glass and Glazing
3501 N. 6th Street
Harrisburg, PA 17011
Hershocks, Inc. is an equal opportunity employer
All qualified individuals may submit a resume and letter of interest to:
12Six days do your work, but on the seventh day do not work, so that your ox and your donkey may rest, and so that the slave born in your household and the foreigner living among you may be refreshed.
We, as Christian Business Leaders, have gotten far away from this. We continue our lives and work straight through Sunday. We say things like, “We can’t not work on Sunday; the competition does!” Or, “We have always worked Sundays.” Well, don’t be convinced it is impossible; Chick-Fil-A has been doing it since they first opened! Growing up in Northern New Jersey, all the stores were closed to give employees time to spend with their families. Biblical scholars, pastors, and Bible believers all have their own interpretation of what the Scripture means.
Don’t shoot right through Sunday, without honoring God
I believe that the bottom line is we should honor God at least once a week by spending time relaxing with our families, enjoying the outdoors and partaking in worship. We owe it to ourselves, our families, and, most importantly, God. If you run an organization that honors God by ensuring you honor your employees by not working on Sundays, be blessed in the knowledge that you are building a “Kingdom Minded” Organization.
Help our community of readers
What is your company’s perspective on honoring God? Are there any customs, practices or procedures that you think might make you unique? Let us know and help build our community.
But godliness with contentment is great gain. 7 For we brought nothing into the world, and we can take nothing out of it. 8 But if we have food and clothing, we will be content with that. 9 Those who want to get rich fall into temptation and a trap and into many foolish and harmful desires that plunge people into ruin and destruction. 10 For the love of money is a root of all kinds of evil. Some people, eager for money, have wandered from the faith and pierced themselves with many griefs.
In this passage we learn that, if we have food and clothing, we will be content. But many of us are not content. Christian Business Leaders must recognize this and take heed: we are to be the light to our employees, to be the beacon and the example.
Church should not be the only place you grow the kingdom for God.
How many times do we fail ourselves and our people when we don’t take the well being of all of our employees into consideration when making decisions? How often do we think only of growing the kingdom for God at our church, but not at our workplace? Where is our heart when it comes to making the hard decision in benefits design, and, rather than encouraging and developing healthy behaviors, we instead punish and increase premiums without appropriate consideration?
If you first love your brothers and sisters within your companies, if you truly care for them by engaging them in the decision making and future building of your company, if you partner with them for the good of themselves and their families, you are building a “Kingdom Minded” company.
Help our community of readers
How have you engaged your employees in the decision making and future building of your company? What advice would you give to those who have never done so? Thank you for your thoughts. Your contribution helps others.
We are honored to have been retained to seek and find the right candidate to help this wonderful Church continue to impact the community and bring the good news of Jesus to Children.
Do you have a deep love for Jesus, a hunger for God’s Word, a passion for the Gospel, an unwavering calling to disciple children of every ethnicity, economic status and ability, and a desire to work with a Pastoral and Administrative team that shares the same heartbeat?
If that describes you, then you are going to want to check out this out.
Living Water Community Church is an 11 year-old, growing, multi-ethnic, reformed, missional church, of 700+ people, located just outside the city limits of Harrisburg. We are seeking a full-time Children’s Ministry Pastor who will be responsible for leading our growing ministry for children (approximately 100+) from birth through 5th grade.
Some General Expectations
Enthusiastically committed to the purpose of developing a diverse family of fully devoted followers of Jesus Christ who reproduce that devotion in others.
Spends consistent time in prayer, studying God’s Word, personally discipling others, and sacrificial giving.
Preserves biblical unity through biblical conflict resolution.
Some General Duties
Development, communication, and implementation of comprehensive vision and direction for a vibrant and growing Children’s Ministry.
Creation of a high quality, dynamic, fun, Christ-glorifying and Bible-centered Children’s Ministry environment for all services (Saturday evening 6 p.m., Sunday morning 9 and 11 a.m., and Wednesday night). It is essential that this environment also provides opportunities for parents/guardians to engage with their children in worship and learning.
Oversight and coordination of all aspects of the Children’s Ministry (nursery through 5th grade).
Recruiting, training, scheduling, overseeing, and leading of all paid and volunteer Children’s Ministry Team members.
Development of a Children’s Ministry Teaching Team which will assist in weekly teaching responsibilities and a Children’s Ministry Worship Team which will provide worship opportunities for our Children.
Coordination with the Student Ministry Pastor (6th – 12th grade) to ensure seamless transition of children from Children’s Ministry to Student Ministry.
Curriculum identification, procurement, approval and, if necessary, development.
Management of Children’s Ministry budget.
Implementation of community outreach events (e.g. Vacation Bible School, movie nights, etc.).
Must possess the gifts of pastor/teacher and leadership, and have a proven record of effectiveness in these areas.
Must satisfy the biblical requirements of an elder as found in 1 timothy 3:1-7, Titus 1:6- 9, and Titus 2:7-8. May or may not serve as a member of our Elder Board.
Minimum of a B.A. in Biblical Studies or equivalent (Masters degree preferred)
Demonstrated skill in recruiting, leading, supervising, and retaining both volunteer and paid staff.
Minimum of 3 years of experience in a full time Children’s Ministry in a large (500+) outreach-oriented, evangelical church.
Must subscribe to Living Water Community Church’s doctrinal statement (see www.livingwatercc.com), be fully committed to the truth of God’s Word, and be able to clearly articulate those truths.
Married candidates must possess a healthy relationship with spouse and children. Both single and married candidates must be above reproach in all relationships.
Many people complain about their boss or see them as an adversary. Let’s flip that. As Christians, how can we be a blessing to our boss and support them in their calling? Mark and Glen weigh in with their business experience.
Would love to hear how you bless you Boss. How have you been blessed by your employees?
My company provides HR support services to organizations with fifty or more employees. Typically, the organizations we support do not need a VP or Director of HR full time, but greatly benefit from having access to HR expertise consistently, perhaps a few times a month. I use my 20-plus years in HR at both Fortune and smaller sized companies to help develop for them strong, positive-minded HR practices. I have clients throughout Central Pennsylvania and we are expanding into other parts of the U.S.
What is workplace grief and how common is it?
It is more common than most may realize. Many employees are already bearing the staggering burden of navigating the pressures of a weak global economy, political turmoil and personal financial hardships. Add to that the fact that our population is aging. Many organizations have employees whose loved ones are elderly. So, when faced with a death in the family, it is often the last straw, completely breaking the employee down emotionally.
How would you advise a grieving employee?
This is an excellent question because employers should approach this from two perspectives, and prepare by having both a preventative and reactionary standpoint.
First, take a preventive approach by not waiting for it to happen before deciding how to deal with it. If you are a manager or a leader in an organization, take the initiative now to talk with HR and develop a strategy on how to handle such a situation. Not every department manager is comfortable with or capable of assisting an employee who’s dealing with grief. Identify two or three key people in your organization who will step in to help (and whom you will subsequently arrange to have trained to cope with the various situations and cultures in order to be prepared to react). Another alternative would be to retain the services of a chaplain to assist in these types of situations. Several of my clients use chaplain and have found this to be successful.
From the reactionary perspective, these same two or three people that you’ve chosen within your organization will have been trained and should be prepared as to how they will relate to the person suffering grief. In the Jewish culture, for example, it is common for people to visit a friend’s home when they lose a loved one and just sit with them, saying nothing. Sometimes just being there with someone shows you care. It is important to know that just being there for your employees, rather than avoiding the uncomfortable situation, can prove helpful.
How would you advise supervisors and colleagues to interact with a grieving co-worker?
The best advice is to not change anything and keep the routine as normal as possible. I would suggest that the manager calls all the employees together and asks that anyone who has a relationship with the grieving employee feel free to offer condolences. Those who don’t should not feel obligated, it can look phony and superficial to the grieving employee.
How can grieving and loss affect job performance?
Oftentimes, employees may have attendance issues or slight decreases in performance after the death of a loved one. It is important to keep the communication consistent and constant with the employees. Letting them know you care about their personal situation, but also giving them continued feedback, can go a long way. Offering assistance is a great way to show you care — offer a solution but also set the bar. Use language like, “I realize it is hard getting back into the swing of things, but we need your performance for the Team’s objectives. Can I get you some help from a co-worker?
Any closing comments?
Yes. Thank you for the opportunity to share my perspective with your readers. Death is an inevitable part of living; we must always be prepared for it. The best preparation is making sure you have staff that is prepared to offer empathy in a time of loss. Let’s hope your readers will not need to employ this advice in 2012!
Mark Griffin, of In His Name HR. In His Name HR provides human resource consulting for small- and medium-sized organizations. Mark has served in the US Air Force, has extensive educational credentials, including a BA in HR, an MBA, and several Executive Education certifications from the University of Michigan. In addition to serving as VP of Human Resources for an international agricultural equipment manufacturer, Mark has also worked in a variety of HR leadership roles for Fortune companies, such as Merck, Kodak and Quaker Oats, as well as privately held and employee-owned companies, such as Woolrich and Townsends.