How to Get Better:
The High Tide Press series on creating a positive organizational culture.
HOW DO WE WANT TO
Introducing the “How Do We Want To Be Together?” series.
This collection of training materials and practical tools for organizational improvement was written by Cherry Hill Consulting Group along with guest authors and contributors.
Designed to introduce organizational leaders to best practice approaches for strengthening employee-to-manager and employee-to-employee relationships, this practical series is filled with recommended positive practices for shaping a stronger, more positive organizational culture.
Presented in an easy to read and understandable format, most of the tools can be easily adapted and implemented in the organization with little advance preparation, while some will require more thought and adaptation to each organizational setting.
Each of the individual How Do We Want To Be Together? tools can be purchased at a special introductory price of $9.95 for all three. CherryHillHighTide.com
Who doesn’t want to hire the best employees?
The correct answer is, of course, no one. There is a little known first step in the application process that will help you recruit the right person for the right job. That first step, utilizing an Employee Applicant Letter, is an efficient and inexpensive way to screen out employees who may not be a good fit for your company.
This approach involves crafting a carefully worded letter that, while introducing the job candidate to your organization, also communicates the expectations, values and mission of the organization. The job seeker is asked to read the letter before receiving an application. Then they are asked whether they agree with and accept the goals and intentions of the letter. If so, they are given an application and the process goes forward. Applicants who may not choose to make such a commitment are wished well as they continue their job search.
Use on Zoom and other digital/online platforms
This approach of seeking job candidates who are comfortable with the organization’s expectations also works well on Zoom and other platforms. The difference is that the person is given the letter and the opportunity to go forward or not electronically.
An employee applicant letter sets the tone for those who desire to become members of the organization in a clear and positive manner. You will find that informing a potential employee about the organization is worth the investment. Also, sharing values and performance standards reduces ambiguity with respect to employee expectations.
This tool clarifies How We Want To Be Together with our employees from the beginning.
Improving Employee Performance
In an era when it is increasingly difficult to recruit front-line staff including direct support professionals and other hourly wage employees, it is now more important than ever to appropriately coach and responds to employees who may be exhibiting a decline in work performance. A rigid disciplined approach that focuses more on procedures and paperwork than unique circumstances and competent coaching is a recipe for disaster.
The essence of a Thought Day is to ask an employee to be off work for a day—with pay—and request that they think about and reflect on the stated job performance concerns. The employee then returns and meets with their supervisor to discuss their perspective of the situation and develop a plan for going forward.
This approach has been used with outstanding results and often cuts more serious disciplinary action off at the pass.
What will this positive disciplinary option do for you?
- Increase your employee retention rate
- Communicate the importance of maintaining high standards
- Allow employees to hit the “reset” button to have a fresh start going forward
- Avoid employee bitterness from more heavy-handed approaches including periods of suspension
- Encourage the employee to own their behavior with respect to performance improvement
- Lower hiring and training costs
- Results in fewer grievances in union environments
Designed to reach agreements on actions to be taken, the tool includes instructions for determining the range of performance concerns to be addressed in a successful Thought Day interview.
Set aside a day for appreciation
Organizational leaders are increasingly becoming aware of the practices and benefits of positive psychology in the workplace. The growing list receiving positive attention includes the importance of expressing gratitude, the advantage of optimism and the power of acts of kindness—the focus of this tool.
Kindness Day is a unique approach to recognizing employees and their positive contributions to the organization and to each other. It is a day of work, play and purpose that enlivens the organization and strengthens its culture.
Just as all holidays have distinguishing characteristics, symbols and celebratory customs, so does Kindness Day. This day brings strategically located Kindness Day mail boxes, getting and giving kindness notes, lots of smiles, sometimes tears of joy and optional vases filled with carnations.
- Employees enjoy a special day that they look forward to each year
- Employees express and experience gratitude from one another
- Many employees will re-read their notes as a source of encouragement during difficult times