Topic #3: Team Norms & Expectations

It is our desire within the culture of Church Movements, that each staff member (all employee categories) is prepared, confident and flourishing in their role.

We all need to be spokespersons for Cru Church Movements in order to cast vision for our mission while developing financial support, recruiting others, developing partnerships, etc… 

We also want our staff to feel known by their cohort, position focus leader, regional and national leadership.

1. Professional Posture & Shared Culture

• We commit to represent Christ and our ministry with maturity, humility, and professionalism in all settings.
• Speak with one voice in alignment with Church Movements vision and leadership.
• Pursue truth and clarity in relationships—address concerns directly and constructively.
• Honor confidentiality in all sensitive conversations.
• Value relationships while upholding responsibility—we care deeply and follow through.
• Demonstrate spiritual dependence through consistent time with the Lord and faith-filled leadership.
• Engage with a positive, solution-oriented mindset, contributing to a culture of trust and joy.

2. Communication Norms (Non-Negotiable)

Clear, timely, and consistent communication is essential in a remote environment. Every staff member is expected to maintain strong communication discipline.

Daily/Weekly Practices

• Check and manage your Cru email and Google Workspace daily (Monday–Friday).
• Maintain an up-to-date Google Calendar that accurately reflects your availability.
• Use Google tools as the standard platform:
• Google Calendar for scheduling
• Google Drive for file storage
• Google Docs for collaboration

Responsiveness

• Respond to emails, messages, and calls from staff within 48–72 hours (sooner when urgency is clear).
• If a response will take longer, acknowledge receipt and communicate a timeline.

Calendar Integrity

• Accept or decline all meeting invitations promptly.
• Do not decline required meetings without prior permission from the appropriate leader (RD, cohort leader, Exec Director, etc.).
• If you must miss a meeting, communicate in advance and take responsibility to follow up on what was missed.

Clarity & Ownership

• Use clear subject lines and communication (e.g., “Response Needed by [date]”).
• When sending communication, state expectations and timelines clearly.
• Take initiative to find information (Drive, past emails, resources) before asking others.

Availability Communication

• Use Out of Office replies during travel, vacation, or sabbatical.
• Proactively communicate extended unavailability to key stakeholders.

3. Required Participation Rhythms

Our shared mission requires consistent engagement in key environments for alignment, equipping, and leadership development.
All staff are expected to fully engage in:

• Church Movements Orientation (CMO)
• Position Focus Appointments (3x/year – September, January, May)
• All-Staff Calls (4x/year – January, April, September, November)
• Cohort Meetings (7x/year -February, March, May, June, August, October, December)
  Monthly Reports (due by the 5th)
• Required ministry training (e.g., Sent 6:7) within assigned timeframe
• National CM Staff Conferences (required for full-time staff)

Additionally:

• Day with the Lord – prioritized monthly as a foundational spiritual rhythm
• Participation in national strategies (at least once every three years)

4. Ownership & Accountability

We operate with trust and accountability as a national team.

• Take full ownership of your responsibilities, communication, and follow-through.
• When expectations are missed, leadership will initiate conversation to understand and address gaps.
• Completion of required processes (CMO, training, reporting) is expected as part of your role—not optional.

5. Exceptions & Communication Protocol

When conflicts arise, proactive communication is required.

• Do not assume absence is understood or approved.
• Request exceptions in advance from the appropriate leader:
  • Cohort meetings → Cohort Leader
  • All-staff calls / CM conferences → Executive Director
  • Other responsibilities → Regional Director
• Declining a calendar invite does not equal approval.
  Part-time staff may have occasional conflicts due to additional responsibilities, but the same communication expectations apply.

Bottom Line

Working remotely does not reduce expectations—it increases the need for clarity, responsiveness, and professionalism. These norms ensure we function as one aligned team, trust one another deeply, and advance the mission effectively across every city.