Elements of Employee SatisfactionApril 2010

Employee Recognition Committee

• Purpose– To help manager reward and recognize

staff and empower staff to recognize each other

• Representation– One person from each area (voluntary)

• Term– 6 month or 1 year– Give everyone opportunity to be on it

ERC Continued

• Incentive– “Why should I volunteer”

• Managerial support– Goal is for them to do it with just

Managerial representation

• Meet regularly– Set recurrent meeting reminder

ERC Responsibilities

• Help select Employee of the Month

• Develop fundraising ideas– TEAM money is a good start

• Brainstorm, plan and organize office events– Birthdays, Movie Days, Game Days, Pot

Lucks, Annual Family Picnic, Charities

ERC – Employee of the Month

• Manager sets criteria and guidelines– Attendance, nominations, VIA program– One win per year

• ERC Votes on candidates– Avoids Favoritism– Manager vote is tiebreaker

• Empowers staff (they have a voice)• Recognize the winner

– Parking spot, gift, public announcement, award certificate, etc.

Keys to ERC Success

• Make ERC members feel special– Always give them credit– Brag on them in staff meetings

• Thank them often– ERC members donate their time in many

cases to do.

• Do not let them go underappreciated

Handwritten Thank You Notes

• Needs to be specific– “thank you for your wonderful attitude

when we switched to AA”– May need to be creative for those that

don’t stand out

• Frequency– Two notes per staff per year (minimum)

• Where– Mail to home– Place on Desk

Thank You Notes Cont.

• Keep a record– Avoids Favoritism

• Spread the wealth• Don’t give 10 notes to your best employee vs 1

to your worst

• Set up a Outlook reminder– Hardwire the process– Holds you accountable

Quarterly Feedback Meetings

• Everyone gets regular feedback• Set Outlook Reminder• 10 minute mini-evals

– Have staff answer before meeting• What are you doing well?• What can you improve?• What are you going to do to make this a better place to

work?• What can your manager do to help you achieve your

goals?• Review attendance, annual goals, attitudes, etc.

Staff Evaluating Manager

• Quarterly employee satisfaction survey– Be open to constructive criticism– Be thankful for all feedback– Be open with results

• Identify 1 or 2 areas of focus• Use a graph to show changes

– Be willing to change• Share goals and process for improvement

– Must be anonymous– Strongly encouraged, Non mandatory

• Information will be used to make me a better manager

• Set an Outlook Reminder

Anonymous Voice

• Provides a safe environment• Create a suggestion/comment box

– Can be anonymous or signed– All suggestions addressed in staff meeting

• Reassures staff that their voice is heard• Comments not appropriate for public

– Personal complaints» Should be addressed by saying that you will take care

of that in private» May need to ask the writer to meet with you

– Place a spot on your meeting agenda• Employee Satisfaction Survey• Compliance Officer

Decision Making Committees

• Change Management Technique• Form representative committees

– Led by Manager– One member from each affected area– Use our CQI techniques

• When?– When changes directly affect staff – When changes are not set in stone

• Why?– Instant buy in– Moral boost– Employee empowerment– Better solutions

Physician Involvement

• By far the most difficult for me• Why?

– Staff feel like they work for Dr. Doe– Unified voice of authority– Staff’s attitude reflects physician’s attitude– Improves moral and productivity– Reduces staff confusion

• How?– Talk to docs about office

• Address concerns• Ask opinions (they want a voice too)

– Send them with Dr. Bat to IHI– Have them spend a day with Dr. Gray– I really don’t know

Questions