MBA case studies and successful executives will always advocate hiring the best person possible. Most sports teams draft the best player available, regardless of their position and the team’s current needs. This process gets a lot of ink and virtually every healthcare employer has a plan in place.
But how do you rate the value of your current employees? What are the core traits that indicate someone is special, ordinary, or a weight? Something clear, measurable (defensible), and simple enough that we’ve not dropped another task on an overworked management team. I propose it’s as simple as adding value.
The housekeeper that cleans well is ordinary. They are doing their job – well. That’s expected. This applies to a RN, therapist, tech, patient account rep, everybody. The housekeeper who, while his/her job well, see a problems and gets it resolved (either personally, or through the appropriate department) is special. We all need to know who are the special people in our organization. We need to reward special so much that special starts to look ordinary!
Identifying special behavior is pretty simple – just ask the person. You don’t need another management training program. There are no new metrics to measure, track and trend. It doesn’t mean the special person has to be promoted. An employee that goes one step out of their way to make something better, will value someone else going one step out of their way to acknowledge that behavior. This is because the way we show love, is the way we want other people to show us love.