I was presenting a program for the New York Organization of Nurse Executives and Leaders and asked the question “What do you regularly do to create positive connections with employees?” Our topic was employee engagement, and we were looking at high-impact, easy-to-implement ideas for leaders to take at the tactical level to move the needle on engagement.
Here’s a cautionary tale to get you thinking about employee engagement and retention – whether you are the one who is thinking about leaving or the one trying to encourage someone to stay.
A friend of our family has been working in a company for about 18 months. This is her first job out of college. She’s a real go-getter and was recognized frequently for her excellent work. Her performance appraisal showed evidence of above average work – especially for someone new to the business world.
However, she was getting antsy. She wanted to learn more and she wanted to learn it faster. She has a vision for herself and she was feeling stuck in the current role. Fortunately for her, she heard about an opportunity with another company. She interviewed and got the job. When she told her manager, she said, “Is there anything we can do to get you to stay?”
And her situation is not unlike many in the U.S. labor market today. According to the Modern Survey’s Fall 2014 U.S. Workforce Study of Employee Engagement
Study, “28% of all employees across the country are currently looking for work at another organization. Six months ago, that number was 25% and 18 months ago it was 23%.”
Here are three ideas that our friend and her manager each could have used to avoid the situation:
- Ask for time with your manager to talk about career goals and aspirations. Talk about internal and external growth and development opportunities.
- Look for opportunities inside your organization and ask the manager for an “informational interview” to learn more. That way you can see if you really would be a good fit for this role.
- Keep networking with others outside the organization because sometimes better opportunities do come along.
- Schedule regular one-on-one meetings with the employee to talk about her career goals and aspirations. Talk about internal and external growth and development opportunities. Really listen for what is being said “between the lines”. What gets this person satisfied, energized & productive (my definition of employee engagement)?
- Once you understand the goals and aspirations, find opportunities for the employee to participate in meetings, calls or events outside your department to continue to challenge her skills. Find a mentor from another spot in the organization to act as another set of ears and a guide along the way.
- Share your stories about how you have moved around the within the organization and the benefits you’ve seen from working there long term. Talk about your commitment to the mission and vision. Keep working to connect the dots between the employee’s goals and her work.
Yes, sometimes the move to a new company is inevitable. But many times, some work on the front end (by both parties) can avoid the pain and expense of losing a star employee or having to begin again in a new company.
Happy New Year!
There are close to 3 million skilled nurses in the United States and that number is expected to grow significantly over the next decade, according to all predictions. With so many nurses in and out of jobs—due to the high turnover rate of a demanding profession—it becomes very important to know how to interview a nurse in order to spot a keeper.
It’s critical for an organization to hire a nurse that is going to work out for the long haul, “because the cost of hiring a new nurse for most organizations is somewhere between 50-60K,” explains Vicki Hess, RN and the author of The Nurse Managers Guide to Hiring, Firing and Inspiring.
Today I’m sharing a guest post from my son Brian Hess who lives in Manhattan (he’s in the middle between my husband and me). I hope it gets you in the holiday spirit!
This morning was no different, as I show up and on the sign that tells when the train comes it says “delayed.” you can see the negativity and frustration in the air, and then as the train finally comes, it only gets worse. The train is absolutely mobbed, people are fighting tooth and nail to get in, and yelling at each other. It was very negative.
Then, during the ride, the train conductor comes on the intercom and says “tis the season to be packed into the train like a bunch of sardines. even though the bills are too high, the pay is too low, still realize you have it better then 95% of the people world wide. Smile, enjoy life, and have a great Monday.”
Just like that everyone started smiling and giggling etc, the vibes were great. It was a great example of turning POWs into WOWs, and was wild how one person did it for hundreds of people. “
Unfortunately, in our daily lives, many people I hear from are struggling with being asked to continually transform.
According to dictionary.com, transformation means to “change in form, appearance or structure.” It sounds so benign on paper, doesn’t it? At work, we are being asked to be continual transformers. So as you finish up 2014 and move into 2015, here are two questions to ask yourself related to this transformation topic.
What’s in it for me to transform?
It’s okay to think about yourself when big change is on the horizon. It would be silly to gloss over the idea that ongoing transformation is going to affect you – one way or another. So take a few minutes to think about the positive side of transformation (according to what I hear, folks spend plenty of time thinking about the aggravations related to change).
The answer is different for everyone so a bit of self-reflection is in order here. If you are stuck, ask a family member, coworker or supervisor to help you tease out the benefits.
How can I support my organization as we transform?
Maybe you are one of those folks who have grabbed transformation by the reins and you look forward to the ride. That’s great! Or maybe, you are thinking, “I’ve had enough change!” Either way, the organization where you work (including your coworkers, boss, leadership team, etc) could use your help moving forward.
What could you do today to support transformation? Or maybe it’s something you need to stop doing (Digging in your heels? Complaining? Sulking? You get the idea). Start by remembering what’s in it for you to change and then connect to how your support will positively affect the outcomes your team, department, division or organization is seeking. That’s what we mean by “win/win”.
Transformers unite! Your time is here!
With that in mind, here are 5 reasons to complain about your job, boss, coworkers, etc.:
- You want to get attention and you can’t think of any other way.
- You want your friends and family to feel sorry for you.
- You like the power you have to get other people to be in a bad mood along side you.
- You don’t have anything valuable to say and your complaints fill the “air time”.
- You want to make sure everyone thinks you are smarter than your boss.
Now, if you’ve started to bore even yourself with the ongoing complaining, here are 5 reasons to STOP complaining (and even begin sharing compliments about) your workplace:
- Your positive mindset creates positive actions and positive outcomes.
- Your enthusiasm is contagious and others “catch it”.
- Your coworkers truly appreciate you and your positive attitude.
- Your customers (internal or external) will be easier to work with so your day will go smoothly.
- You will sleep better, have more energy, make more money & live longer (and I really mean all that).
Now the choice is yours. What words will you share today and tomorrow and the day after?
I hope to see you in Professional Paradise!