Page 1 How to get your staff to say: I do ! Celesta Powell
Page 2 This session will explore The hiring, training, and maintenance process for working with an employee Supervision and organizational culture to promote in your agency
Page 3 WHY IS THIS SESSION IMPORTANT? KIDS & FAMILIES!
Page 4 THE DATA Service workers turnover approximately 50% within first 2 years (residential is 50% within first year) Most say they leave because: -job wasn’t what they thought it was -felt had inadequate training -low status of work -salary -no work life balance (Astroth, Garza, & Taylor, 2004)
Page 5 Why is this important? Professionals need to feel professional in the work they do. Staff need to feel valued heard, and respected. The expenses of training to meet turnover is high. The population served needs stability in care providers The population is the future and staff adjustments vicariously alter the future for the young population served.
Page 6 As a direct manager your role to improve staff turnover in your agency is: Promote a positive image of service provided Offer good solid initial training and follow through with consistent training on population served Create a sense of value & importance of the worker, their value & their own lives
Page 7 Promoting a positive image of the service provided Identify the service you provide as the best there is. Be honest about the work. Give them the opportunity to opt out pre-hire. Don’t apologize for the rate you are hiring at
Page 8 The interviewing game Your role as a supervisor -Review of references & written work -Strong Interview questions -‘feel’ them out for fit -Confidence in what you are asking them to join -NO Apologies Their role as a potential hire -Honest in their presentation & job expectations -Ability to answer questions -The ‘feel’ of them -An opportunity to see what they may have to offer -Seeing what the job truly is.
Page 9 Good interview questions? Value based Experience Tell me… Coming for dinner Describe
Page 10 Training Initial hire training (shadowing) Regular training Individual supervision Agency wide training Outside training
Page 11 Team Training Keeps staff invested (consider experienced staff running training) Reinforces agency values & mission Motivates & invigorates staff Improves staff value & team cohesiveness Teaches
Page 12 Examples of team work Regular staff meeting discussion All staff meetings (core values, needs, hot topics) Team building activities PLAN, DO, REVIEW- the debrief
Page 13 Individual Supervision Promotes staff professional growth Improves staff/ manager relationship Provides time for dialogue and reassurance in programming
Page 14 Individual Supervision Timely, based on position, regular One on one time KUDOS, AGREEMENTS, CONCERNS What do you want to be when you grow up? Evaluations
Page 15 Workplace Culture Policies & Procedures Work/ life balance Strength driven Mutual respect ‘Air’ of your agency Practice what you preach
Page 16 Creating a healthy culture Kid focused/ perception of relationships Atmosphere, climate 4 horseman of the apocalypse - gottman -- criticism -- contempt -- defensiveness -- stonewalling
Page 17 The four Horsemen of the Apocalypse: Criticism Criticism: attacking one’s personal character rather than behavior usually accompanied by blame Solution: Complaint appropriate, not personal action based.
Page 18 The four Horsemen of the Apocalypse: Contempt Contempt is used with the intention to insult a person, name calling, insults, hostile humor, mockery, body language Solution: Find something to like about the person!
Page 19 The four Horsemen of the Apocalypse: Defensiveness Defensiveness is the reaction to feeling besieged by another… you have become the victim and must retaliate: deny responsibility, make excuses, disagreeing with mind reading, cross- complaining, yes-butting, rubber person, repetition, whining, body language Solution: don’t see attack but information, empathy
Page 20 The four Horsemen of the Apocalypse: Stonewalling Becomes a ‘stonewall’ silent, icy, flat, withdrawal. Solution: Don’t be neutral but remain empathic, calm, and watch body language
When it works….
Page 22 “Coming together is a beginning. Keeping together is progress. Working together is success.” Henry Ford