Thanks for joining us on Season 4 of The Flourishing Culture Podcast, brought to you by The Best Christian Workplaces Institute. You’ll learn how to build a flourishing workplace culture that drives the ministry impact of your organization, your church, or your company brought to you by the Best Christian Workplaces Institute. Now here’s your host, BCWI president, Al Lopus.
Today, we’re going to look at Rewarding Compensation, the fifth of the eight drivers that can take the health of your workplace culture to the next level.
Rewarding Compensation is all about providing tangible resources in return for the service your employees provide. My guest has so many wonderful stories and practical strategies that can speak to your own compensation plan and how it can strengthen your organization’s workplace culture.
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With that, I want to welcome in my guest, Susan Griffith Byers, the founder of Church Compensation Services. Based in Dallas, Church Compensation Services specializes in developing compensation programs utilizing the most relevant, reliable, and robust compensation data available for large and growing churches, and this publication is called the MegaChurch Compensation Report.
Prior to founding Church Compensation Services, Susan served in the Human Resources Department of a large health care organization as the Compensation and Benefits Director.
Susan, I’m so glad you can join us here as part of our new, going series on “The Eight Ways to Build a Flourishing Workplace Culture.”
A compensation philosophy is the foundation (or roadmap) of an effective compensation program.”
In this episode, you’ll learn about:
- Filling the gap in the availability of relevant compensation data for large and growing churches
- Ensure compensation programs are fair, equitable, defensible and easy to administer and communicate
- Compensation philosophy, survey, salary structure
- A compensation philosophy is the foundation (or roadmap) of an effective compensation program. It should align with the church’s mission and vision and define the relevant targeted “market”.
- Without a compensation philosophy, it’s difficult to identify and target a market that is relevant to your unique mission and vision. It’s like shooting in the dark.
- Another critical component of a good compensation program is reliable and relevant survey data.
- Define Your Competitive Labor Market. Believe it or not, not all church jobs can or should be compared exclusively to other church jobs.
- A salary structure is the framework of a good compensation program and it holds everything together.
Download the 8 Drivers Reference Guide for FREE.
One or more of these eight measures of workplace culture is either strengthening (or weakening) your organization right now.
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Read the blog post: 7 Essentials of Rewarding Compensation
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Download a complete, word-for-word transcript of episode here
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