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One thing that I have been doing that has been working really well is changing my communication style to fit each employee. This is especially useful when working with staff from different generations. I make a point to meet face-to-face as often as possible with those individuals who have expressed that communication is more clear to them, when conducted in-person. I also make texting available on my work phone to anyone who prefers to correspond in this way. I do notice that younger members of my staff use texting more frequently than others. I personally prefer email, since it is quick, can be referenced and responded to at any time throughout the day, and can be easily referenced in the future. I make sure that staff are aware of my preferred communication methods and styles, just as I am attentive to theirs.
Implementing monthly one-on-one meetings with each staff member. The meeting agenda is determined by the staff and can be formal or informal. It is a chance for employees to be heard and highlight any successes or challenges they’re having, and ask for any help they need from their supervisor. Having an open-door policy is great, but there’s something about also setting aside dedicated time each month for each employee that is appreciated.
I think that “stay interviews” are an interesting concept. I think they could easily be incorporated into the CCSA meetings, in the sections related to what the staff and manager need from one another. Any specific questions would, as addressed in the webinar, need to be run by HR, first.