AtlantiCare Leader Handbook

Retention & Motivation As an organization we want to engage and retain our employees. We need to understand the individual needs of our employees and what type of work environment they need to be self-motivated. In doing so, we can create and cultivate this environment so that we can motivate and retain our talent. Our diverse workforce has different needs and we must be adaptable and flexible to accommodate those needs. Below are programs/initiatives we use for Retention and Motivation:

• Stay Interviews • Nursing Ladders

• Employee Investment Program • Career Pathing and Development • Employee Engagement Survey • Joy in theWorkplace • Awards and Recognitions

• Diversity, Equity, & Inclusion • Resiliency in theWorkplace • Talent Management for Workforce of the Future

Leader Expectation(s): Leaders are expected to utilize the resources we have available to retain and motivate their staff. They should be aware of what retains and motivates their staff as well as encourage their staff to get involved with programs that are available to them. Career Pathing and Development Leaders are a coach for their teams. One of the roles of being a coach is helping employees map out their career growth and future. Leaders should be knowledgeable about the Education Investment Policy (The Starfish > About You > Human Resources > Forms & Links > Education Investment Program), schools, professional associations, competencies/technical skills, and job requirements in the career path for the positions that report to them. Leader Expectation(s): Leaders need to ask their employees what their career goals are and do their best to support them, either directly or with someone who may have more knowledge about that career path. Leaders should take an active role to help advance the careers of their staff. Awards and Recognitions The organization has various formal, individual, and team recognition awards as well as the Shining Stars system to appreciate and acknowledge those who go above and beyond expectations. Leader Expectation(s): Leaders are expected to apply for awards and encourage their teams to do the same. Shining Stars should be used routinely by leaders to recognize staff and peers, and they should encourage their staff to do the same. Beyond these formal recognition programs, we encourage leaders to routinely recognize good work and possibly develop their own department recognition system (i.e.: employee of the week). Leaders are expected to participate in Employee Appreciation activities that take place throughout the year. Customer Experience Awards Customer Experience Award winners at the staff and leader level are selected on a routine basis with a celebration event to honor that year’s winners. Holiday Meal Celebrations and Employee Appreciation Summer Events Twice a year (June and December) the organization honors, recognizes, celebrates and shows appreciation to the employees by serving free meals. Leaders serve food in the buffet lines while interacting and thanking employees for their hard work, dedication, and commitment.

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