Respect and Recognition Retention Specialist Training Institute Spring

What makes employees stay? • Personalized, specific, and instant rewards such as attention, recognition,

How do we show respect? • Formal methods such as recognition programs • Informal,

An honest look • How do we really feel about CNAs? • What assumptions

What are some of the assumptions that we have? A person who: Has worked

What about this person? Has traveled around the world Has advanced academic degrees Family

The same person Has worked at several minimum wage jobs Has lived in a

It depends on where we put our attention • How do we get our

What can you do to foster respect? • Work on our own attitudes •

Formal Recognition • Business cards (can also be used for recruitment) • Regular social

More formal recognition • Pins to recognize longevity • Special rewards for longevity (cruises,

More formal recognition • • Flowers, balloons, bouquet Dinner for two at nice restaurant

Informal Recognition Acknowledgement is a powerful tool • Learn and practice the art of

Steps for acknowledgement • Notice an admirable demonstrated behavior • Mention it to the

Activity • What will you do to foster respect and recognition? • What can

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Respect and Recognition Retention Specialist Training Institute Spring 2004

What makes employees stay? • Personalized, specific, and instant rewards such as attention, recognition, and sincere appreciation • Respect from other disciplines • Supportive organizational culture • Community oriented workplace

One common theme • Respect

How do we show respect? • Formal methods such as recognition programs • Informal, ongoing practices

An honest look • How do we really feel about CNAs? • What assumptions do we have?

What are some of the assumptions that we have? A person who: Has worked at several minimum wage jobs Has lived in a trailer Father was a coal miner

What about this person? Has traveled around the world Has advanced academic degrees Family members graduated from Ivy League college

The same person Has worked at several minimum wage jobs Has lived in a trailer Father was a coal miner Has traveled around the world Has advanced academic degrees Family members graduated from Ivy League college

It depends on where we put our attention • How do we get our managers to put their attention on the whole person?

Generate some positive assumptions

What can you do to foster respect? • Work on our own attitudes • Interact with the targets of our bias • Formal programs that address respect such as cultural competency • Target supervisors with training

Recognition • Flows out of respect

Formal Recognition • Business cards (can also be used for recruitment) • Regular social events with food, hosted by supervisors and administrators (breakfasts, bar-b -ques, ice cream cart) • Fun events for employee’s children • Employee of the month • Employee artwork • Photo gallery of caregivers with residents

More formal recognition • Pins to recognize longevity • Special rewards for longevity (cruises, travel rewards) • Form a Spirit committee made up of supervisors and CNAs • Bravo/Wonderful cards • Pass around awards • Letters to home

More formal recognition • • Flowers, balloons, bouquet Dinner for two at nice restaurant Manicures, pedicures, massages Articles in newsletter Bulletin board notice with photo Photo shoot Glamour makeover Team dinner/outing

Informal Recognition Acknowledgement is a powerful tool • Learn and practice the art of acknowledgement • Teach managers to acknowledge staff

Steps for acknowledgement • Notice an admirable demonstrated behavior • Mention it to the person • Say the impact of the trait • Say something about who they had to be to demonstrate the behavior

Activity • What will you do to foster respect and recognition? • What can you do to tie it all together and generate excitement? • A logo, a title?