Resident Engagement…Enriching
the lives of the residents we serve through hospitality and the culinary
experience…
…STOP THE
PAIN…
How many times have we engaged in the
hiring process using all the latest tools and data, only to find this terrific
new hire is somehow falling short? “Hire long and Fire short”; “Check all
references and check them again”; “Don’t ask leading questions, ask for
scenarios”…We cross our t’s and dot our i’s, and just a few days later ask oursleves—where
is this great new hire? Did they have an
identical twin?
As the recession recedes and the labor
pool narrows, the top tier of skilled, employable associates becomes a less and
less populated. And often the ones
remaining are still available for a reason.
Great skills, terrific interview, wow am I lucky I found this one…Not.
When we are talking about Resident
Engagement, it is important to remember it is not just our personal engagement
but also that of our front line associates.
We as leaders are not on each shift, at each table, manning each coffee
counter. But our associates are. So, stop the pain. Check references and check them again, quote
the latest data and ask all the right questions, but more importantly try to take
the opportunity to take a casual tour with your potential hire. See how they react with your residents, and
other associates. Let them do the
talking, and think to yourself: How will this individual fit? With other staff, the
workplace, and most importantly, your own goals and ideals. These are the individuals in a
constant state of resident engagement.
Hire for behavior and attitude first and foremost. Then train for skill. The Morrison tools of Associate Culinary
Training and Hospitality Associate Training (ACTS and HATS) are there to
help. The engagement part, is already
there…
Christina
Bodanza, CDM CDP / Director of Dining
Services / Christian Rest Home