3 Systems That Develop Exceptional Staff

Jan 11 2017

When managing your staff, having the right systems in place is extremely helpful to ensuring that the organisation functions effectively. This will propel the organisation forward to achieve your goals and fulfill the vision.


Here are three systems at Hillsong Church that we have found helpful to keep continuously developing and moving our staff forward:

1. A system of feedback

Within a team, it’s important to have performance appraisal – a system where you are free to talk about what has been successful and what can be improved.

For example, at Hillsong Church, our staff members each individually come up with three SMART (Specific, Measurable, Achievable, Realistic and Timely) goals at the beginning of the year. These are not just goals relating to their job, but goals that will help them grow in their job. At several points throughout the year their supervisor will then check in and talk about how they are going with these SMART goals. At the end of the year, staff will complete a self-assessment* regarding their ‘head’ (leadership), ‘heart’ (attitude) and ‘hands’ (skills and abilities). (*This self-assessment is available with complimentary access on Hillsong Leadership Network’s Online Portal)

We also conduct a ‘team climate’ survey. This isn’t an opinion poll, but rather a series of surveys. These surveys allow us as a human resources team to have an awareness of the office and department environment, the workload, the work conditions, the work-life balance, and other factors to help us gauge the quality of experience. This, ultimately, is only a tool. It doesn’t drive leadership, but is a good way for us to find out the pulse of an office.

2. A system of clear organisational framework and expectation

Implement the right framework that works for your organisation. Your staff needs to be able to see exactly where they fit within a clear framework of your organisation, the expectations placed upon on them and their team, and the skills that they personally require for their role.

It’s also important for them to see a development map that shows them where they are, but also where they can be as well. This isn’t about creating a ‘stepping stone’ mentality, but rather, allowing people to develop their skills and capacity, and progress and move forward in their careers.

3. A system of coaching and development

What system or structure do you have in place that will enhance the quality of your staff members’ performance?

It is crucial to understand what people’s talents are and help them to mature those talents and develop them into their key strengths. Provide development workshops where you invest into people’s existing talents. Equip them in ways that will help them to personally move forward. Help people to upskill in specific areas. Find tools that will be helpful in making people more competent.

Ultimately, create a system where you’re routinely investing into the people on your staff. Having the right systems in place is essential because the right systems can help us to function effectively as teams and as an organisation. Systems are tools; they should not be the ultimate priority. But creating a system where feedback is encouraged, expectations and frameworks are set out clearly, and people are invested into, will facilitate the development of your staff and help your organisation to move forward.


This thought was originally shared by our Hillsong Human Resources team looking at Staff Performance during ‘Online Open Week’ in February 2016 during a webinar hosted by John Mays. Online Open Week is your opportunity to receive impartation and training direct from the Hillsong team through live webinars. 

If you would like to watch the full recording or find out more about future events from the Hillsong Leadership Network, click below.