Elements of Employee Satisfaction April 2010
Employee Recognition Committee <ul><li>Purpose </li></ul><ul><ul><li>To help manager reward and recognize staff and empowe...
ERC Continued <ul><li>Incentive </li></ul><ul><ul><li>“Why should I volunteer” </li></ul></ul><ul><li>Managerial support <...
ERC Responsibilities <ul><li>Help select Employee of the Month </li></ul><ul><li>Develop fundraising ideas </li></ul><ul><...
ERC – Employee of the Month <ul><li>Manager sets criteria and guidelines </li></ul><ul><ul><li>Attendance, nominations, VI...
Keys to ERC Success <ul><li>Make ERC members feel special </li></ul><ul><ul><li>Always give them credit </li></ul></ul><ul...
Handwritten Thank You Notes <ul><li>Needs to be specific </li></ul><ul><ul><li>“thank you for your wonderful attitude when...
Thank You Notes Cont. <ul><li>Keep a record </li></ul><ul><ul><li>Avoids Favoritism </li></ul></ul><ul><ul><ul><li>Spread ...
Quarterly Feedback Meetings <ul><li>Everyone gets regular feedback </li></ul><ul><li>Set Outlook Reminder </li></ul><ul><l...
Staff Evaluating Manager <ul><li>Quarterly employee satisfaction survey </li></ul><ul><ul><li>Be open to constructive crit...
Anonymous Voice <ul><li>Provides a safe environment </li></ul><ul><li>Create a suggestion/comment box </li></ul><ul><ul><l...
Decision Making Committees <ul><li>Change Management Technique </li></ul><ul><li>Form representative committees </li></ul>...
Physician Involvement <ul><li>By far the most difficult for me </li></ul><ul><li>Why? </li></ul><ul><ul><li>Staff feel lik...
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Elements Of Employee Satisfaction

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Incorporating methods of Quint Studer and Patrick Lencioni, I developed a method to create an environment where employees thrived and wanted to come to work.

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Elements Of Employee Satisfaction

  1. 1. Elements of Employee Satisfaction April 2010
  2. 2. Employee Recognition Committee <ul><li>Purpose </li></ul><ul><ul><li>To help manager reward and recognize staff and empower staff to recognize each other </li></ul></ul><ul><li>Representation </li></ul><ul><ul><li>One person from each area (voluntary) </li></ul></ul><ul><li>Term </li></ul><ul><ul><li>6 month or 1 year </li></ul></ul><ul><ul><li>Give everyone opportunity to be on it </li></ul></ul>
  3. 3. ERC Continued <ul><li>Incentive </li></ul><ul><ul><li>“Why should I volunteer” </li></ul></ul><ul><li>Managerial support </li></ul><ul><ul><li>Goal is for them to do it with just Managerial representation </li></ul></ul><ul><li>Meet regularly </li></ul><ul><ul><li>Set recurrent meeting reminder </li></ul></ul>
  4. 4. ERC Responsibilities <ul><li>Help select Employee of the Month </li></ul><ul><li>Develop fundraising ideas </li></ul><ul><ul><li>TEAM money is a good start </li></ul></ul><ul><li>Brainstorm, plan and organize office events </li></ul><ul><ul><li>Birthdays, Movie Days, Game Days, Pot Lucks, Annual Family Picnic, Charities </li></ul></ul>
  5. 5. ERC – Employee of the Month <ul><li>Manager sets criteria and guidelines </li></ul><ul><ul><li>Attendance, nominations, VIA program </li></ul></ul><ul><ul><li>One win per year </li></ul></ul><ul><li>ERC Votes on candidates </li></ul><ul><ul><li>Avoids Favoritism </li></ul></ul><ul><ul><li>Manager vote is tiebreaker </li></ul></ul><ul><li>Empowers staff (they have a voice) </li></ul><ul><li>Recognize the winner </li></ul><ul><ul><li>Parking spot, gift, public announcement, award certificate, etc. </li></ul></ul>
  6. 6. Keys to ERC Success <ul><li>Make ERC members feel special </li></ul><ul><ul><li>Always give them credit </li></ul></ul><ul><ul><li>Brag on them in staff meetings </li></ul></ul><ul><li>Thank them often </li></ul><ul><ul><li>ERC members donate their time in many cases to do. </li></ul></ul><ul><li>Do not let them go underappreciated </li></ul>
  7. 7. Handwritten Thank You Notes <ul><li>Needs to be specific </li></ul><ul><ul><li>“thank you for your wonderful attitude when we switched to AA” </li></ul></ul><ul><ul><li>May need to be creative for those that don’t stand out </li></ul></ul><ul><li>Frequency </li></ul><ul><ul><li>Two notes per staff per year (minimum) </li></ul></ul><ul><li>Where </li></ul><ul><ul><li>Mail to home </li></ul></ul><ul><ul><li>Place on Desk </li></ul></ul>
  8. 8. Thank You Notes Cont. <ul><li>Keep a record </li></ul><ul><ul><li>Avoids Favoritism </li></ul></ul><ul><ul><ul><li>Spread the wealth </li></ul></ul></ul><ul><ul><ul><li>Don’t give 10 notes to your best employee vs 1 to your worst </li></ul></ul></ul><ul><li>Set up a Outlook reminder </li></ul><ul><ul><li>Hardwire the process </li></ul></ul><ul><ul><li>Holds you accountable </li></ul></ul>
  9. 9. Quarterly Feedback Meetings <ul><li>Everyone gets regular feedback </li></ul><ul><li>Set Outlook Reminder </li></ul><ul><li>10 minute mini-evals </li></ul><ul><ul><li>Have staff answer before meeting </li></ul></ul><ul><ul><ul><li>What are you doing well? </li></ul></ul></ul><ul><ul><ul><li>What can you improve? </li></ul></ul></ul><ul><ul><ul><li>What are you going to do to make this a better place to work? </li></ul></ul></ul><ul><ul><ul><li>What can your manager do to help you achieve your goals? </li></ul></ul></ul><ul><ul><ul><li>Review attendance, annual goals, attitudes, etc. </li></ul></ul></ul>
  10. 10. Staff Evaluating Manager <ul><li>Quarterly employee satisfaction survey </li></ul><ul><ul><li>Be open to constructive criticism </li></ul></ul><ul><ul><li>Be thankful for all feedback </li></ul></ul><ul><ul><li>Be open with results </li></ul></ul><ul><ul><ul><li>Identify 1 or 2 areas of focus </li></ul></ul></ul><ul><ul><ul><li>Use a graph to show changes </li></ul></ul></ul><ul><ul><li>Be willing to change </li></ul></ul><ul><ul><ul><li>Share goals and process for improvement </li></ul></ul></ul><ul><ul><li>Must be anonymous </li></ul></ul><ul><ul><li>Strongly encouraged, Non mandatory </li></ul></ul><ul><ul><ul><li>Information will be used to make me a better manager </li></ul></ul></ul><ul><li>Set an Outlook Reminder </li></ul>
  11. 11. Anonymous Voice <ul><li>Provides a safe environment </li></ul><ul><li>Create a suggestion/comment box </li></ul><ul><ul><li>Can be anonymous or signed </li></ul></ul><ul><ul><li>All suggestions addressed in staff meeting </li></ul></ul><ul><ul><ul><li>Reassures staff that their voice is heard </li></ul></ul></ul><ul><ul><ul><li>Comments not appropriate for public </li></ul></ul></ul><ul><ul><ul><ul><li>Personal complaints </li></ul></ul></ul></ul><ul><ul><ul><ul><ul><li>Should be addressed by saying that you will take care of that in private </li></ul></ul></ul></ul></ul><ul><ul><ul><ul><ul><li>May need to ask the writer to meet with you </li></ul></ul></ul></ul></ul><ul><ul><li>Place a spot on your meeting agenda </li></ul></ul><ul><li>Employee Satisfaction Survey </li></ul><ul><li>Compliance Officer </li></ul>
  12. 12. Decision Making Committees <ul><li>Change Management Technique </li></ul><ul><li>Form representative committees </li></ul><ul><ul><li>Led by Manager </li></ul></ul><ul><ul><li>One member from each affected area </li></ul></ul><ul><ul><li>Use our CQI techniques </li></ul></ul><ul><li>When? </li></ul><ul><ul><li>When changes directly affect staff </li></ul></ul><ul><ul><li>When changes are not set in stone </li></ul></ul><ul><li>Why? </li></ul><ul><ul><li>Instant buy in </li></ul></ul><ul><ul><li>Moral boost </li></ul></ul><ul><ul><li>Employee empowerment </li></ul></ul><ul><ul><li>Better solutions </li></ul></ul>
  13. 13. Physician Involvement <ul><li>By far the most difficult for me </li></ul><ul><li>Why? </li></ul><ul><ul><li>Staff feel like they work for Dr. Doe </li></ul></ul><ul><ul><li>Unified voice of authority </li></ul></ul><ul><ul><li>Staff’s attitude reflects physician’s attitude </li></ul></ul><ul><ul><li>Improves moral and productivity </li></ul></ul><ul><ul><li>Reduces staff confusion </li></ul></ul><ul><li>How? </li></ul><ul><ul><li>Talk to docs about office </li></ul></ul><ul><ul><ul><li>Address concerns </li></ul></ul></ul><ul><ul><ul><li>Ask opinions (they want a voice too) </li></ul></ul></ul><ul><ul><li>Send them with Dr. Bat to IHI </li></ul></ul><ul><ul><li>Have them spend a day with Dr. Gray </li></ul></ul><ul><ul><li>I really don’t know </li></ul></ul>
  14. 14. Questions

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