Why Trust Matters
Trust is essential to organizational success. Low levels of trust are related to high stress, reduced productivity, lowered creativity and difficulty in decision making. Distrust reduces employee morale, increases absenteeism and turnover. High levels of trust increase employee morale, reduce absenteeism, promote innovation and help in adjustment to change.
Who would have known that on my very first day working as an oncology nurse, I would receive the best piece of career advice. Like a permanent tattoo, this simple advice stayed in the front of my mind. Serving as my compass, it guided me through my entire career. It is what led me in helping my teams achieve their greatest potential.
We all want to have those new employees who after just a few short days, give you this overwhelming feeling that they’ve been a part of the team forever! It’s a fantastic feeling when that happens. You found that perfect person that was missing from your team. Other times it’s less instant but that’s not because they aren’t the right fit,
Tockwotton on the Waterfront, a Rhode Island based, non-profit, assisted living and nursing community, engaged Drive to assist them in meeting specific goals laid out in their strategic plan.
Drive consultant, Arleen Smith and I, recently visited Tockwotton to conduct focus groups with staff, residents and family members.
Don’t let anyone feel forgotten
Twice last week while working with different clients I referenced a story of an interview with an assisted living resident, Martin Bayne. Unfortunately Martin Bayne is one of the many residents in our industry that feel “forgotten…to the world around them.” It’s a sad reality that too many residents suffer silently in pain,
Minimal investment, high return. Is it possible? Yes, when it comes to team member engagement!
A different kind of employee benefit
Most employee benefit programs tend to be more similar than different. But non-traditional approaches help to distinguish your organization from others! The result? Better recruitment and retention.
You likely devote hours each week in meetings to receiving updates about staff members, sharing information about residents and brainstorming ideas. When I was an administrator there were many days I bounced from meeting to meeting and didn’t begin my non-meeting work until 4 p.m. Many of those meetings were essential.