Fall 2015
In This Issue
Leadership Message
Message from the IHEF President
National ACHE News
Exam Online Community Offers a Complimentary Interactive Platform
Postgraduate Fellowship Area of ache.org Provides a Vital Resource to Healthcare Organizations and Entrants
Tuition Waiver Assistance Program
Take Charge of Your Career
Article of Interest
Checking In With Employees
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Article of Interest
Checking In With Employees
Adapted from, "Communication Solutions May 2015 newsletter, www.communicationbriefings.com"
Communicating and checking in on employees on a regular basis is important for a successful workflow. One-on-one meetings are a great way to consistently discuss duties, deadlines and questions and to keep in touch. The below will ensure the meetings are productive and necessary communication is shared in an effective manner.
 
Stick to a Specific Time - Consistency is key to beneficial communication. Connect with employees regarding the day and time that would work best for both of you to meet on a weekly basis, and create meeting reminders for the discussion that extend far in advance. This ensures you will both be on the same page and that the meeting won't be easily forgotten. Additionally, don't cancel a check-in meeting at the last minute. There are exceptions, but sticking to a schedule shows your employee you value their time and creates a pattern that is easy to adhere to.
 
Create a Safe Space - Although constructive criticism on projects and management of workload is helpful for success, being respectful in delivering this feedback is a must. Employees should not be punished for speaking their mind. Make sure to answer their questions with respect, and try sharing something they've excelled in that week while offering suggestions for improvement in other areas. Such a gesture can boost morale and build trust. Creating a trusting environment will strengthen the bond between you and your employee.
 
Value Honesty - When chatting with an employee, strive to answer his or her questions as honestly as possible. If you can't share something, explain why. And if you don't have an answer, admit it and try to find out after the meeting.
 
Coach Employees - Instead of telling employees what to do, collaborate with them to help them find their own solutions and answers. This will help build their own confidence and their trust in you. Help them develop their skills so they feel empowered and engaged instead of dependent on you for advice.
 
Ask for Feedback - One-on-one discussions should not solely be a question-and-answer sessions. Engage in a real dialogue and ask employees what they desire from you and how you can help to manage them in a stronger way. They'll welcome and appreciate the opportunity to give you their thoughts on your performance and other matters.
 
End on a Positive Note - At the end of each meeting, share at least one way in which the employee excelled that week. Thank the employee for his or her questions and the discussion itself, and express confidence in his or her abilities. Workers will feel better about meeting with you if you close on a high note.
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