Cultivating a Great Place to Work
Anne Mendoza, RN, MS
Do You Recognize This Employee?
Positive culture promotes
…… a highly engaged workforce
Highly engaged workforce
…… impacts your culture
What will happen?
Great place to work!
An engaged employee is .…
Calling
Career
Job
Inspiration
Loyalty
Basic Motivation
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
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
…… they’re more productive around positive people
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%.
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
Individualization
Five Love Languages
1.
2.
3.
4.
5.
Words of Affirmation
Gifts
Quality time
Acts of service
Physical Touch
Reward and Recognition styles
SMART
Reward & Recognition
S
incere
Genuine expression of appreciation
Words That Work For Reward and Recognition
•“What a resourceful way to…”
•“You got my attention with…”
•“You really made a difference by…”
•“You’re right on the mark with…”
•“We couldn’t have done it without your…”
•“You can be proud of yourself for…”
M eaningful
Tied to the organization’s
mission, vision and values
A
gile
Diversity
Embrace creative options
R
elevant
Match the reward to the person!
What language speaks to them?
T
imely
There is not time like the present
A missed opportunity,
is a missed opportunity!
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
You’ll enjoy closer relationships
….. with your family and friends
You’ll be healthier, happier,
…… and well on your way to a longer life
“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.”
Creating a great place to work……
One on One Leadership
TRUST must be built first
T - Teach/ Teachable
R - Respect/ Respectable
U - Understanding
S - Sincere/ Supportive
T - Teamwork
If you are not role modeling,
setting the tone, and championing
your desired culture, than who will?
Leaders Rounding on
Employees
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
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
Why Round Regularly on Your
Employees?
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
Leader Rounding on Employees
Traditional
• 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
Purposeful
vs.
• 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
Leaders Rounding on Employees
Process:
Follow Up
Conduct
Prepare
• Planning to
Round
• Examples:
Employee
Satisfaction data,
Current events,
etc.
• Conduct
Rounding
• Document in
Rounding Log
• Summarize and
Thank
• Highlight and
Take Action
• Build Stop Light
Report
• Share Stop Light
Report with Team
members and
Supervisor
Employee Rounding Log
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)
Leaders Rounding on Employees
Conducting Rounding
•Meet 1:1 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
Leaders Rounding on Employees
Follow up:
•Highlight and Take Action
•Build Stop Light Report
•Share Stop Light Report with Team and Supervisor
Highlight and Take Action
Stop Light Report
Step 1: Build the Relationship
•Provide an introduction
•Maintain eye contact/smile
•Put the employee at ease
– Make a personal connection
– Manage up
Step 2: Set Expectations
•Explain reason for rounding on employee
•Encourage open and honest communication
•Advise process for employee rounding
– e.g., monthly/quarterly
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
High Gain Questions
•Tell me what’s 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 who’s
doing it right or has been helpful
•Are there any opportunities for improvement in your
department? How can we solve them?
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
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!
Best Practice: Frequency of Rounding
Number of Team Members
Recommended Frequency
<30
Round on all Team Members
monthly
> 30 but < 60
Round on all Team Members
every other month
>60
Round on all Team Members
quarterly
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?
Challenge Questions
How will rounding on your
employees help improve your
culture?
What challenges might you
anticipate?
How will you overcome those
challenges?
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
Your Solutions
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
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
Rounding will foster…
Thank you