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A Deeper Dive - Building and Maintaining a Positive Workplace Culture

A Deeper Dive - Building and Maintaining a Positive Workplace Culture. Presented by:. Top 100!. Steve Marsh President, Physician Leadership Division Founder, The Medicus Firm. Atlanta · Dallas. 2013 2014 2015 2016 2017. Learning Objectives.

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A Deeper Dive - Building and Maintaining a Positive Workplace Culture

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  1. A Deeper Dive - Building and Maintaining a Positive Workplace Culture Presented by: Top 100! Steve Marsh President, Physician Leadership Division Founder, The Medicus Firm Atlanta·Dallas 2013 2014 2015 2016 2017

  2. Learning Objectives Discuss how to execute on a few select concepts covered during the presentation at the AASA Conference. Provide detail on implementation and adoption of the select concepts. Provide more time at the end for Q&A and discussion then we had at the conference.

  3. Is your current culture by Choice or by Chance?

  4. Choice = Intentional • Designated “Employee Engagement Director” • Employee Engagement Manual / checklists • Leadership training on problem resolution, coaching & counseling effectively, etc. • Prioritized monthly Discussion Item

  5. Choice = Intentional • Designated “Employee Engagement Director” • Employee Engagement Manual / checklists • Leadership training on problem resolution, coaching & counseling effectively, etc. • Prioritized monthly Discussion Item

  6. Designated “Employee Engagement Director” • “Owns” responsibility for the systematic implementation of the engagement program • Strong belief in the value the program creates • Organized / detailed • Ability to manage a budget • Excellent follow through • Can delegate effectively and enlist help, particularly when it comes to organization of events

  7. Employee Engagement Manual

  8. Employee Engagement Manual • Outlines each aspect of the entire program • Sets a “cadence of events” • Contains specific instructions on each step

  9. Employee Engagement Manual • Outlines each aspect of the entire program • Sets a “cadence of events” • Contains specific instructions on each step Calendar invites done systematically keeps you on track.

  10. Employee Engagement Manual • Onboarding protocol – 1st day itinerary, desk set up, events, purchasing requirements, welcome card, company welcome email with pic, TMF swag list, balloons, etc. • Training itineraries • Survey Administration – Pulse surveys, bi-annual surveys, Net Promoter surveys • “Best Companies” Administration (Glassdoor, Modern Healthcare Top 100, Best Places to Work in Texas”, etc. • Event Administration • Employee Appreciation Days – list of past events, survey examples, vendor lists, etc. • Philanthropy events – survey examples, past events, contact info, etc. • Kickoff Party / Summer Summit • Holiday Events • Personal Growth Program • Leadership U • Financial seminar / list of speakers / topics • Stay / Exit Interviews • Swag Administration – lists, website circulation, etc. • Monthly Award Administration

  11. Employee Engagement Manual • Onboarding protocol – 1st day itinerary, desk set up, events, purchasing requirements, welcome card, company welcome email with pic, TMF swag list, balloons, etc. • Training itineraries • Survey Administration – Pulse surveys, bi-annual surveys, Net Promoter surveys • “Best Companies” Administration (Glassdoor, Modern Healthcare Top 100, Best Places to Work in Texas”, etc. • Event Administration • Employee Appreciation Days – list of past events, survey examples, vendor lists, etc. • Philanthropy events – survey examples, past events, contact info, etc. • Kickoff Party / Summer Summit • Holiday Events • Personal Growth Program • Leadership U • Financial seminar / list of speakers / topics • Stay / Exit Interviews • Swag Administration – lists, products, etc. • Monthly Award Administration

  12. Cadence of Events • Monthly • Awards / Announcements • Employee Appreciation Day • Leadership U • Social media recognition • Done throughout month when appropriate • extramile@themedicusfirm.com • Monthly discussion item in Executive Leadership Meeting • Quarterly • Internal Net Promoter Survey • By Division • Pulse Survey • Abbreviated (5 Questions) • Leadership U • Survey Results Session (Awards Meeting – extended) • Annually / Bi-Annually • Kickoff Party / Summer Summit • Stay IV (after 6 month Stay IV) • General Employee Survey • Charity Event (Q1, Q3) • TMF Outing (Q2, Q4) • Anniversary Cards • Birthday • As Needed • “Just Because” Cards • Life event cards (birth, marriage, sympathy) • Holiday events

  13. Stay Interviews • Has to be systematic. • Retain & maximize the potential of your current staff • If one person is concerned about an issue, then you can count on others feeling much the same way. • Provides a forum where employees can provide constructive feedback on their concerns or questions. • Works well at 6 months of employment, then annually with each person. Two different versions should exist (6 month vs tenured) • Introduce the concept during onboarding so they know they will have stay interviews in the future. • Evaluate the questions to ensure they truly fit your organization.

  14. Sample Questions – Stay IV’s • What about your job makes you excited to come to work each day? • Do you feel challenged? • What are you struggling with in your current job? • Do you feel your work is meaningful? Why or why not? • What specifically do you enjoy most about your current job and working at TMF (including people, job, rewards, job content, coworkers, management etc.). • Do those factors contribute to you staying at our firm as long as you have? • What did you love in your last position that you are not doing now? • What opportunities for self-improvement would you like to have that go beyond your current role? • How could your RVP help you to grow in your role and reach your professional goals? • What kind of feedback would you like about your performance that you aren’t currently receiving? • If you “managed yourself,” what would you do differently (in relation to managing “you”), that your current manager/RVP doesn’t currently do? • What are your career goals? • What contributes the most to your job satisfaction? • If there was one thing we could do better as an organization, what would it be? 

  15. Stay Interviews • Organization Broad • Specific Role / Manager Narrow • Organization Broad Hourglass Model of Questioning

  16. Deeper Dive – Positive Workplace Culture Traits

  17. Deeper Dive – Positive Workplace Culture Traits • Consistent, transparent style of communication • Tackle the activity, build up the person • Search for every opportunity to praise • Be clear with expectations • The “why” is more important than the “what” • Inclusive culture • Organization training on unintentional bias and how to be inclusive of others • Recognition of issues arising from non-inclusive behaviors • Lead through inspiration, not fear of job • Focus on the prize, not the consequence • No employment related surprises

  18. Deeper Dive – Positive Workplace Culture Traits Cut out cancerous behavior quickly & aggressively

  19. “Having a positive workplace culture is not complicated, it’s just very hard to do.”

  20. Q&A Steve Marsh President, Physician Leadership Division The Medicus Firm smarsh@themedicusfirm.com 214-382-9925

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