Together With

Good morning and happy Saturday.  I want to start your day with two reminders, two ideas that have never failed me in senior living, leadership, and life.

First and foremost, take action today.  No matter what you're planning or how unprepared you may be, take the first step today.  Learn as you go, fail, and keep going.  The more action you take, the better your chances of finding success and the more you will learn through experience.

Second and equally as important is prioritizing the perpetual tasks.  The most important personal wins are the ones that start over again tomorrow—exercising, rounding, and showing appreciation to your team and spouse.  No matter how much you do of each today, you have to start over again tomorrow. 

If you don't know what tasks to prioritize, pick the ones that start over again the second your head hits the pillow tonight.  Those are the tasks that will move the needle for you.

The first 100 days, taking action.

If you missed parts 1 and 2 of our interview with Chris Magleby, CEO of Pinnacle Quality Insights, you can check them out here and here.  His insights are great, and my mind has been running ever since.

Stemming from my conversation with Chris, I have developed the following 1:1 agenda that I will implement for the new hire check-in cadence during weeks 1, 5, 10, and 15 of their employment.  Chris confirmed that connecting and relationship building are critical to retention. 

Focus on life outside of work.  What does the employee value?  How do they spend their time when they're not at work?  What things about their last job are they hoping will be better at our organization, and why?

Prioritize relationship-building by identifying the top three on-the-job relationships the employee should focus on during their first 90 days.  Inquire about how each relationship is progressing.  Are there intentional touchpoints between the individuals?  Which relationships need more work and why?

Over-communicate what being successful in their role looks and feels like.  Describe, in detail, how the employee will know that they're successful as they take on more responsibility in their role.  "Success looks like _____, _____, and _____.

Describe to the employee how their role relates to the overall goals and mission of the community.  You cannot over-communicate on this topic.  Every employee needs to know precisely how their day-to-day impacts the mission.

What can I do to help you be successful?  Every 1:1 should include this question.  Document the answers you receive and share your actions to act on their responses.

Feel free to tweak the five main categories and utilize them as you see fit.

Tech we love

Together with Pinnacle Quality Insight

We pride ourselves on bringing you solutions that work.  We're thrilled with the results that Pinnacle and their Retain solution are delivering to the industry.  

Retain gives your employees a voice and your leadership team real-time feedback (through quick, text message-driven engagement surveys) to better engage employees, especially during the first 100 days of employment when the chance for turnover is at its highest.

To learn more about their Retain software and how it cuts turnover by up to 65%, reach out to contact@pinnacleqi.com.

Grab your coffee and make it a great day.  We appreciate you and your dedication to your team and residents. -Thank you!