1. NEVER Fire an Employee Ever Again Scot Jones, BA, RRT-ACCS, RCP Respiratory Supervisor Vidant Medical Center Formerly: Human Resource Director and (more importantly) Maker of Every Mistake You Can Make

2. s e r i ou s ? Are you Out of Your Mind?! Sane? Kidding me? On your meds?

3. People don’t always show you their real side in an interview Communication is the universal bugaboo. Supervising some people is easy. Supervising other people makes you question the meaning of life. Supervising is less about managing and more about leading It is nice to be appreciated.

4. Hiring Retain Appreciate Communicate Engage The DiffEmployee Oh, and Never, Ever, Ever Fire an Employee Ever Again

5. HIRING

6. “80% of employee turnover is due to bad hiring decisions.”

7. CostExplanationLOW Estimate Advertising(Varies)$400 Interview CostsTravel/Lodging$750 Salaries (1 hr)$200 Reference, Criminal, etc. $100 RelocationReimbursed$5,000 Sign-On Bonus$5,000 Orientation$20 x 18 x 12 (not counting employer portion of taxes, etc.) $4,320

8. What if we did the same exercise again, but this time just looked at time spent hiring that one candidate?

9. CostExplanationLOW Estimate Advertising(varies)1 hour Interview CostsCalls/Emails/Screens1 hour References, etc.2 hours Interview1 hr x 5+ people OrientationAdministrative3 hours Competencies 6 hours

10. We took the time to ensure we hire the RIGHT person for the RIGHT position What If? ?

11. #1 Spend as much time as it takes to get to know the applicant. #2 Ask references for names of references #3 Evaluate in context #4 Be honest about the job #5 In the end, hire legally, but trust your gut.

12. Why is it that we have “going away” parties and not “welcome to the team” parties? #6

13. COMMUNICATE

14. Communication is Complicated Normally (insert “Duh” here)

15. The 93% Rule

16. 1 + 1 = What?

17. I always understan d what I am saying

19. What I am Saying What is Being Perceived

20. What I am Saying What is Being Perceived

21. Intentional Communication is about controlling how you communicate a message, adapting it to meet the style of the receiver, sincerely seeking a response, and then clarifying your message.

22. #1 Find a Filter-Buddy #2 Save important e-mails as drafts and send them at least several hours later #3 Flip your 93% #4 Be an active observer #5 Engage in Intentional Communication

23. For Important Messages, plan your communication What will you say? Tone of Message How will it be perceived? Do you need a filter?

24. “Know Thyself” - Socrates

25. 1.I know what is expected of me at work 2.I have the materials and equipment I need to do my work right 3.I have the opportunity to do what I do best every day 4.I’ve received praise in the last 7 days 5.My supervisor seems to care about me as a person 6.Someone at work encourages my development 7.My opinions seem to count 8.The mission of my company makes me feel my job is important 9.My co-workers are committed to doing quality work 10.I have a best friend at work 11.Someone has talked to me about my progress in last 6 months 12.I’ve had opportunities to learn and grow

26. APPRECIATE

27. "The deepest principle of human nature is the craving to be appreciated." William James

28. I want to know that what I am doing makes a difference and want to feel appreciated and respected. What’s missing from this list?

29. Why do most people take a job? Why do most people leave a job?

30. #1 Celebrate success and cheer continually #2 Don’t hesitate to appreciate (2 + 2 + 2) #3 Turn normal opportunities into extraordinaries! #4 Your appreciation style is not their appreciation style #5 Why size doesn’t matter

31. ENGAGEMENT

32. What Exactly does Enagement Mean? connection meaningful commitment emotion

33. "a heightened emotional connection that an employee feels for his or her organization, that influences him or her to exert greater discretionary effort to his or her work".

34. #1 Check In (and Listen) #2 Ensure there is an active development plan #3 Separate Engagement from Happiness #4 Follow-Up (Be true to your word) #5 Include and Communicate – think different roles, not hierarchy

35. Praise should be Immediate Specific Careful

36. DIFFEMPLOYEE

37. Some need is not being met They are not “here” They don’t care They (pretend they) don’t care You tell me...

38. #1 Have a plan (and stick to it) #2 Be clear, realistic, measurable with expectations #3 Follow-up in writing #4 Cheer on but never settle #5 Schedule times to meet (with the goal of celebrating)

39. SUMMING IT UP

40. Hire the right person for the right position Celebrate! Help your employees actively develop Plan times to talk and then be there! Appreciate often, but always sincerely Document patterns and trends

42. backwards thinking about all is effective being No, Really.

43. "As for the best leaders, the people do not notice their existence. The next best, the people honor and praise. The next the people fear; and the next the people hate. When the best leader's work is done, the people say, "We did it ourselves." -Lao-tzu