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  • We recently rolled out all new job descriptions to all employees . They have been streamlined with new evaluations to match their actual job duties, a new excellence pledge as well as leader rounding to all of our supervisors to do with their staff. The employees loved that they will now have the ability to have one one one with their supervisors and have more feedback. My team and i created an employee engagement survey to get additional feedback from the staff and hope to be able to let them know the results at our all staff in June.

    I love the idea of stay interviews. I wondered what is the consensus with others if these questions would be done via survey monkey ? I feel I may get more openness from the staff.

    i always start by asking the interviewee – Did you have any problems finding our office?
    usually that makes them to start less anxious about being interviewed.
    I then follow by introducing who ever is in the room with me interviewing.
    I ask them if they are currently working and if they could tell me what a typical day for them in their current roll is.
    then i proceed to ask:
    1) Describe a time when you had to interact with a difficult client. What was the situation, and how did you handle it?

    2) When you’re working with a large number of customers, it’s tricky to deliver excellent service to them all. How do you go about prioritizing your customers’ needs?

    3) We all make mistakes we wish we could take back. Tell me about a time you wish you’d handled a situation differently with a co-worker?

    4) Sometimes it’s just not possible to get everything on your to-do list done. Tell me about a time your responsibilities got a little overwhelming. What did you do?

    5) Do you prefer to communicate via email, phone or in-person? Why?

    has any one done an employment engagement survey? if so, has it proven to be beneficial? thank you!

    Where do the Goals need to be uploaded?
    thank you!

    We have also grown in leaps and bound in the last 4 years. We decided to add two operations manager one for each department Medical and Dental.
    They have site meetings at all locations and that has allowed us to roll out polices, procedures, talk about events and engage the staff in more active participation. The office managers meet with the senior team once a month to report back on what is working, what is not. I am currently working with them to update Job descriptions, so that we align them to match our mission, vision and values. It will be a big roll out to the staff to include a new Excellence pledge. I have attached it for all to see.

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    We started doing team building events that includes all 4 sites. Plus we have a high five board at all locations for each employee to have an opportunity to give kudos to someone that went above and beyond.

    We have four sites spread out between two counties and it is very difficult to get everyone on the same page and have them engaged. We are in the process of revamping all job descriptions, to include our mission,vision and value statement along with a revised standard of behavior policy and we even created an embracing excellence pledge. With the hopes of getting everyone engaged. I am hoping to get this rolled out next month. Its a huge campaign with poster, signs, badge stickers.

Viewing 8 posts - 1 through 8 (of 8 total)

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