Returning staff want to know that they are returning to something they love, but they want the next level from it.
Engage in Collaboration People want to be part of something bigger. Some- times in camp planning, it is hard to delegate and give control to others. We create a vision; we can see our dreams come to life through planning and it may slow us down to collaborate with others. Yet this collaboration builds the most trust and encourages people to return and could provide some incredible opportunities for organizational growth. When a staff member gets to speak into the vision
of next year, they have a deeper desire to be a part of it. When they get to share their recommendation for the schedule or when they speak into the theme, they are entwining themselves into the next year and crave being a part of it. Are there any parts of your program or operation
that you can “outsource” to that staff member? Have them write a script, create a playlist or write small- group curriculum. These tasks allow them also to be a creator and have them yearning to see it come to life the following year.
Effective Communication One of the best ways to encourage returning staff is to have consistent conversations with your team. It is important to have scheduled one-on-ones with staff. Tey need to know that they have an avenue and time to share their needs. Tese meetings don’t have to be long, or even weekly, but they need to be consistent. One of the best questions you can ask at these meet-
ings is, “What can I start, stop or keep doing?” Tis question lets your staff know that you value their feed- back. Tis allows them to bring something to you at a scheduled time in a way that doesn’t put you on the offense. You can address it as something that should change or constructively share why you disagree with their idea. Most importantly, communicate that you heard them. Don’t take calls or answer texts during that time. Be present. Finally, many camps do wildly effective surveys for
their guests but not for their staff. Sometimes it can be productive to do two surveys, one aſter training and one at the end of the summer. Te information in these surveys is extremely valuable. You can see the pain points of the staff and prioritize what to focus on. I highly recommend not making them anonymous; you want to be able to follow up if needed.
Evan Liewer is the senior director of programs and operations at Forest Home Christian Camps in Southern California. With 50,000 guests a year, Evan is responsible to ensure a high-quality retreat and that the gospel is preached. Evan graduated from Biola University with a degree in business and Bible. He is a pastor, author and leader. He lives in Redlands, California, with his beautiful wife and three daughters.
May/June 2024
www.ccca.org 35
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