Cultivating a Great Place to Work

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• Cultivating a Great Place to Work

• Anne Mendoza, RN, MS

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Do You Recognize This Employee?
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Positive culture promotes a highly engaged
workforce
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Highly engaged workforce impacts your culture

• What will happen?
• Great place to work!

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An engaged employee is .
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Inspiration
Loyalty
Basic Motivation
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• How full is your bucket?

• When our bucket is full
• we feel great
• When it's empty
• .. we feel awful

Every drop in that bucket ..makes us stronger
and more optimistic
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Bucket filling improves your business

• 1 reason people leave their jobs
• .They don't feel appreciated
• 65 of Americans
• . received no recognition at work last year.
• A study found that negative employees
• can scare off every customer they speak to for
  good
• 9 out of 10 people say
• theyre more productive around positive
  people

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Bucket filling improves your wellbeing

• We experience approximately
• . 20,000 individual moments every day
• The magic ratio
• . 5 positive interactions for every 1 negative
  Increasing positive emotions
• . could lengthen life span by 10 years
• Bad bosses
• . could increase the risk of stroke by 33.

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Recognition The Forgotten Resource

• Reinforce positive behaviors
• Build self-esteem and confidence
• Promote a sense of belonging
• Build pride in individual and group
  accomplishments
• Lets us know we are valued

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Individualization
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Five Love Languages

• Words of Affirmation
• Gifts
• Quality time
• Acts of service
• Physical Touch

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Reward and Recognition styles
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• SMART
• Reward Recognition

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incere
S

• Genuine expression of appreciation

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Words That Work For Reward and Recognition

• What a resourceful way to
• You got my attention with
• You really made a difference by
• Youre right on the mark with
• We couldnt have done it without your
• You can be proud of yourself for

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eaningful
M

• Tied to the organizations
• mission, vision and values

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gile
A

• Diversity
• Embrace creative options

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elevant
R

• Match the reward to the person!
• What language speaks to them?

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imely
T

• There is not time like the present
• A missed opportunity,
• is a missed opportunity!

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How Important Is Reward And Recognition?

• Your workplace will be
• . a lot more productive and fun
• Your colleagues and customers
• . will be more satisfied and engaged
• Youll enjoy closer relationships
• .. with your family and friends
• Youll be healthier, happier,
• and well on your way to a longer life

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• Appreciation is a free gift that you can give to
  anyone you encounter- it is completely your
  choice. And each time you choose to thank someone
  for a job well done, you are making the world a
  better place.

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Creating a great place to work
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One on One Leadership

• TRUST must be built first
• T - Teach/ Teachable
• R - Respect/ Respectable
• U - Understanding
• S - Sincere/ Supportive
• T - Teamwork

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If you are not role modeling, setting the tone,
and championing your desired culture, than who
will?
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• Leaders Rounding on Employees

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Employee Rounding

• Learning Objectives

• Review the power of Leaders Rounding on Employees
• Demonstrate competency in conducting Leaders
  Rounding on Employees
• Hardwire Leaders Rounding on Employees at your
  organization

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• WHAT
• A purposeful process for leaders to connect in a
  planned way with employees
• Provides a means for leaders to listen, reward
  and recognize, and improve performance
• WHY
• Building trust, loyalty, and ownership is
  critical to a culture of excellence
• Employees need an opportunity to have sacred time
  with their leader and be heard

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• Why Round Regularly on Your Employees?

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It is about

• Building a relationship
• Showing you care
• Spending time one on one, and not at the annual
  appraisal
• Listening and learning
• Creating alignment
• Inspiring and Encouraging
• Empowering staff
• Identifying solutions
• Doing the right thing for the right reason
• Building loyalty and ownership

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• Leader Rounding on Employees

• Management by walking around
• When possible chat with staff in group or
  individual
• Walk through and wave
• Assessing work flow activity
• Assessing environment
• With a regulatory eye
• With a clinical focus

• Not by surprise
• Staff are prepared and anticipate what you are
  asking
• Not just once a year
• Looking for the good
• Information Harvested is documented and shared
  with employees and leaders
• Role Models Behaviors

vs.
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• Leaders Rounding on Employees
• Process

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• Employee Rounding Log

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Leaders Rounding on Employees

• Preparing for Rounding

• Planning to round
• Research employee satisfaction results and set up
  rounding log
• Consider the questions you will focus on this
  period
• What is working well in our department?
• What do you like about .
• What do you think is good about..
• Schedule and notify employees of questions (email
  or posting)

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Leaders Rounding on Employees

• Conducting Rounding

• Meet 11 with employees and physicians
• Use Rounding Log
• Personal Connection
• What is Working Well?
• Ask for Reward and Recognition
• Ask for Opportunities to make this a better
  organization
• Ask about Tools, Training and Equipment needed
  for job

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Leaders Rounding on Employees

• Follow up

• Highlight and Take Action
• Build Stop Light Report
• Share Stop Light Report with Team and Supervisor

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• Highlight and Take Action

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• Stop Light Report

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Step 1 Build the Relationship

• Provide an introduction
• Maintain eye contact/smile
• Put the employee at ease
• Make a personal connection
• Manage up

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Step 2 Set Expectations

• Explain reason for rounding on employee
• Encourage open and honest communication
• Advise process for employee rounding
• e.g., monthly/quarterly

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Step 3 Focus the Inquiry

• Listen, learn, and share
• Give key updates and vary the questions as
  appropriate
• Follow Rounding Log
• Personal Connection
• What is Working Well?
• Ask for Reward and Recognition
• Ask for Opportunities to make this a better
  organization
• Ask about Tools and Equipment needed for job
• Ask probing questions high gain, open ended
• Be persistent and consistent for specific
  information and solutions

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High Gain Questions

• Tell me whats working well today
• Tell me about employee and patient safety in our
  hospital
• Are there any of your co-workers you would like
  to recognize?
• Tell me about someone from another department
  whos doing it right or has been helpful
• Are there any opportunities for improvement in
  your department? How can we solve them?

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Step 4 Close the Encounter

• Offer to provide additional assistance and help
  in partnership with employee
• Tell them what you will do with the information
  and when
• Say thank you and express gratitude for their
  contribution

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Step 5 Act on the Information

• Take notes and document follow-up on actions
• Act on follow up items
• Build Stop Light Report
• Share Stop Light Report with employees and
  supervisor
• Reward, recognize, and celebrate!

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• Best Practice Frequency of Rounding

Number of Team Members Recommended Frequency
lt30 Round on all Team Members monthly
gt 30 but lt 60 Round on all Team Members every other month
gt60 Round on all Team Members quarterly
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Partner Up and Practice!

• Simulate Rounding on your Employees
• Explain rounding and expectations
• Use your Employee Rounding Log
• What Follow Up actions should be taken?
• Build Stop Light Report
• Immediately
• Will Require Wok by when?
• Cannot be fulfilled why?

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Challenge Questions

• How will rounding on your employees help improve
  your culture?
• What challenges might you anticipate?
• How will you overcome those challenges?

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• Your Solutions

• Likely Barriers

• Not scheduled
• Distractions and other priorities
• Accountability gaps
• Overall believe in rounding as a critical
  leadership tool
• Failure to act on the information

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Your Next Steps

• Identify frequency of rounding on your employees
• Create a schedule
• Share your questions with your employees
• Post a stop light report each month
• Share your findings and actions with your leader
  each month

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Final Thoughts on Rounding

• Rounding is a
• commitment to your team members
• Through the practice of rounding
• accountability becomes hardwired
• A major factor in engaging staff is
• .clear and consistent communication of
  information
• Rounding is a
• .commitment to service and operational
  excellence

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Rounding will foster
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• Thank you