AtlantiCare Leader Handbook

Employee Engagement is the big dot goal under BPW. Leader, department, and employee BPW goals should all align with Employee Engagement efforts.

Leader Expectation(s): Leaders will encourage their teams to participate in the survey to reach their Share the Success goal and collect thoughts from as many employees as possible. One to two months later, when results are available, Leaders are expected to review the survey results, share them with their team, and then work with their team to develop action plans to work on throughout the year that will improve the workplace environment. Leaders should update action plan progress throughout the year using the “You Said/We Did” format. Leaders will follow the Leader Goal Setting Guide to set their BPW goal and ensure staff BPW goals align to department and organizational goals. Action Planning

Upon reviewing results from the Employee Engagement Survey, leaders work with their staff to develop Action Plans – strategies/steps that they will take to address any areas needing improvement. Action plans are entered into the Press-Ganey system and progress should be reviewed regularly at staff meetings throughout the year. It’s helpful to track and communicate Action Plan progress through the “You Said/We Did” Stoplight format. Leader Expectation(s): Leaders are expected to work with their staff to create action plans. Leaders must enter Action Plans into the Press-Ganey system. Leaders should use the “You Said/We Did” format to track and communicate Action Plan progress to their teams.

Location on Starfish: Employee Engagement / Safety Survey, Lean Methodology Joy in theWorkplace

Joy in the Workplace is an initiative at AtlantiCare that is designed to (1) help people reconnect with what initially brought them to health care to begin with and (2) capture what sends them home at the end of the day with a smile on their face and a sense of accomplishment. When exploring Joy in the Workplace, discussion is facilitated around the questions below. These questions are also a retention tool and can be used during Stay Interviews.

• What brought you to healthcare? • What makes a good day for you? • What needs to happen for you to have more good days?

Leader Expectation(s): Leaders are encouraged to facilitate these conversations in a group setting and 1-1 with your staff to open up communication and provide opportunities to step in and make corrections when necessary.

Location on Starfish: Stay Interviews, Resiliency in the Workplace Stay Interviews

Exit interviews are a common HR strategy to collect honest feedback from departing employees about the work environment and their reasons for leaving. While effective at possibly preventing future resignations, it doesn’t help to keep that employee from leaving. Utilizing stay interviews is a more effective approach. Stay interviews involve one on one conversations with existing employees, particularly the highest performing and most engaged employees that you most want to keep. Giving them a chance to speak openly about the work environment allows us to put corrective measures in place as needed, before it results in a great employee resigning. The questions used are similar to Joy in the Workplace – what makes a good day, what makes a bad day, what are you proud of, what obstacles get in the way, how do you typically feel when you leave at the end of the day, etc. These interviews can be conducted by HR or by department leadership.

Location on Starfish: Joy in the Workplace

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