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daily tasks?” and “Is there anything I need to be aware of to work on to make your work situation easier and more effective or pleasant?” These questions and answers are put into a system that can run reports to show trending concerns, and loop-closing follow-up is encouraged and facilitated. Another tool that monitors employee engagement is yearly employee satisfaction surveys, which are said to be anonymous. There are many questions that the survey asks, but there are also sections for specific complaints, concerns, and recommendations. According to Jim Quellen, CEO, this is where the most beneficial and actionable information comes from (J. Quellen, personal communication, March 4, 2019). He also stated that employees are reporting to him that they feel much more “heard” since the initiation of these surveys and the follow-up communication regarding them. Page 12
Principles of Organizational Performance ManagementLeadership Best Practices for Improving Employee Engagement There is a substantial amount of research on leadership best practices for improving employee engagement. Google, a well-known company that is regularly recognized as one of America’s best companies to work for, lists multiple "best practices” that it uses to engage employees. To address the concern of rampant employee burnout, Google encourages employees to dedicate up to 20% of their work time to inspiration. This could be applied in a hospital setting by allowing staff to extend their normal 36 hour week to include an extra 8-hour shift once per pay period to dedicate to relevant projects that they are passionate about. This could play out as volunteering or shadowing in an area that extra skill or knowledge would benefit them such as a cardiac nurse spending time in a procedure lab or any staff member working to create social engagement on a committee or to plan networking lunches or attending or even arranging opportunities for local CEU’s on topics they want to learn more about (Sonders, 2018). Google also supports flexibility for time and location of work to be done and this has some reasonable application in the nursing world as well. Another best practice is the active encouragement of diversity within the ranks, and a fourth practice is the promotion of empathy, or the creation of a truly safe space for anyone to speak up (Sonders, 2018). A major area of best practice is the institution and administration’s commitment to listen, respond and adapt. “There are plenty of ways for HR teams at SMBs to solicit employee feedback: engagement surveys, pulse surveys, anonymous forms, or even just a basic pen-and-paper suggestion box” (Sonders, 2018), but the only way for any of this to matter is if suggestions are addressed. People can sense a facade.