Employee Experience and Strengths-Based Development: A Comprehensive Guide, Exams of Communication

Download Employee Experience and Strengths-Based Development: A Comprehensive Guide and more Exams Communication in PDF only on Docsity! Employee Experience & Strengths-Based Development Learning objectives Consider the employee experience from various perspectives Discuss strengths-based development as a tool for self-reflection, collaboration, and employee or team development Understand the importance of giving and receiving feedback for employee performance and development Attracting Employees What attracted you to apply for the first time for a City job? What did you know about the City or your agency at the time you applied? Did you know anyone who worked for the City or in your agency? Did they encourage or discourage you from applying? Hiring & Onboarding Clarification ConnectionCulture Compliance Interview/ 1st Contact 1st Day 1st Week 1st Month Formal Onboarding Reports 1st Year Employee Exits Complete paperwork, document responsibilities, and set up job shadows to facilitate a smooth transition If employee is leaving by their own choice, have a celebration. Keep in touch, if/when appropriate. A happy departure extends your agency’s network Investing in our talents= greater returns Talent Investment Strength Domains & Strengths Executing Influencing Relationship Building Strategic Thinking Help make things happen and implement ideas. Help sell the team’s ideas inside and outside the organization. Help the group become much greater than the sum of its parts. Stretch the team’s thinking for the future and what could be. Achiever Arranger Belief Consistency Deliberative Discipline Focus Responsibility Restorative Activator Command Communication Competition Maximizer Self-Assurance Significance Woo Adaptability Connectedness Developer Empathy Harmony Includer Individualization Positivity Relator Analytical Context Futuristic Ideation Input Intellection Learner Strategic Reflection Think about your role on your team and then answer the following questions. 1. How are you similar to your team members? 2. How are you different from your team members? 3. What are your unique contributions to the team? 4. How do your similarities and differences add value to the team? SHARE IN THE CHAT: My team can count on me to… Strengths-based Questions for Teams What are our team’s strengths? What can others in the organization and/or the community consistently count on our team to do? What was our most significant accomplishment as a team this past year? ◦ How did we get to the result? ◦ What individual and team strengths helped us achieve the goal? What do we want/need to accomplish? ◦ What strengths will we use to get there? ◦ What roadblocks might we face, and how can we overcome them together? How do we collaborate effectively as a team? ◦ What do we do best in terms of working together? How can we do better? Strength Training & how we learn 70% on the job 20% social 10% training Do’s and Don’ts of Strengths-based Development Self-reflection Appreciate diversity Dialogue about how to collaborate as a team Pigeonhole people Ignore problems Make decisions based on strengths results A feedback tool The Micro-Yes • Prepare the receiver that feedback is coming Data Point • When & What happened • Avoid generalizations and “blur words” Show Impact • Don’t make assumptions, assume intentions. End on a Question • Future- oriented, work toward a solution together Clarifying “blurry feedback” into data “You’re always so positive!” “Great job!” “You’re unreliable.” “You don’t have an executive presence.” “I appreciate that you say, ‘good morning’ every day. It puts me in a better mood as I come in.” “I really like how you included stories in the report. It made the data come alive.” “You didn’t come to the meeting or let me know in advance you’d be missing it.” Warning! Could be based on bias/stereotypes and is unlikely to have a data point that is related to job performance. Takeaways: Engagement is an outcome of your employee’s experiences. Leaders empathize with and care for employees at every stage of their journey. Knowing your own strengths and focusing on the strengths of others is one way to improve employee engagement. Giving clear, constructive feedback also improves employee performance and engagement.