Most organizations conduct an annual routine whereby supervisors conduct a performance evaluation of each of their staff, but only a few have the courtesy and courage, like Seniorsfirst, to give staff an opportunity to evaluate their supervisor.
I have always been a big supporter of this program and lead the way by encouraging my own direct report staff to participate and provide confidential feedback on my leadership and supervision performance. I use the feedback to monitor my strengths and potential for improvement. I always report back to them the collective results and any action plans I develop to follow-up on their feedback.
Seniorsfirst has been conducting this program for years, but not without some controversy. Some managers argue that at times you have to be stern disciplinarians or conduct employee counselings that obviously leave their staff resentful or angry. "How can I do my job as a supervisor and still expect my staff to like me?" they might ask.
I'm a stern believer that in most cases you can and that is what all great leaders should strive for.
We use the results from our "Evaluate your Supervisor" program to identify both individual and organizational leadership training and support needs. Our objective is to help ensure the proper development of our leadership so that our staff feel properly supported.
I am delighted with the collective results and scores of our leadership team. At Kirkhaven the average leadership performance rating, based on 10 specific leadership skill questions and a scale of 1 to 5 (5 being highest), was 4.1 and at Valley Manor was 4.4.
These scores represent a slight increase in our previously consistent and high supervision and leadership skills. Supporting our staff and ensuring their satisfaction leads to a direct correlation of their quality service and resident/client satisfaction.
Here are some photos of a recent resident art show at Kirkhaven:
Thanks for visiting my Blog. See you next week.
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2 comments:
Love it!
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