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.
Building an all-star team
Of the millions of employees Gallup surveys, one statement has been found to have the greatest link to engagement: “At work, I have the opportunity to do what I do best every day.” People who answer that question “strongly agree” are six times more likely to be engaged on the job.
Long-term care workers are inundated daily with reasons to be emotionally and physically stressed—and, as a result, they are often cited as being some of the unhappiest employees in any industry. One key to changing this is to help managers, as well as employees, obtain the tools needed to create a positive workplace.
Why aren’t organizations putting more of a focus on developing their people and not just teaching them technical skills?!?!
My assumption is that your organization doesn’t put dollars behind a leadership development program for your front-line workers. Or even for your supervisors.
All too often we find that “managers,” those in more formal leadership roles,
Want your people to step up and help grow your organization? Then step back and stop giving them all the answers!
According to UT Austin psychology professor, Art Markman, a good boss should ignore you!
While you may prefer to have a highly responsive boss, psychologists believe that highly responsive bosses might actually be doing a disservice to employees and hurting their development.
Have you ever heard an employee utter the words, “That’s not my job?” Or maybe you’ve secretly wished the ground would open up and swallow you when you heard how an employee spoke to a customer. Have you ever been on the receiving end of, “That’s not how we do things around here?”
What do all these things have in common?