Friday, March 9, 2012

Rounding for Outcomes

One common concern of employees is that their leader does not spend time with them and truly understand what they do. Employees expect their leaders to know what their needs are and care enough about them to try to meet these needs. Encouraging employees to feel that they have purpose, that their work is worthwhile and that what they are doing is making a difference can be difficult for many employers and supervisors. One strategy that has been proven to successfully raise employee satisfaction and loyalty, as well as attract high performing employees, is Rounding for Outcomes. Rounding on employees assists in the development of genuine relationships and brings an understanding of what is going on in the employees’ lives. The use of Rounding provides a leader with the opportunity to regularly check on the status of his/her employees and check on what employees want and need. Rounding increases staff performance, staff retention and day to day efficiencies, and it gets quick action on performance issues.

What is Rounding for Outcomes, and how does it play out in a practical sense?

Rounding for Outcomes is the consistent practice of asking specific questions of key stakeholders—leaders, employees, administrators, teachers and other employee groups—to obtain actionable information.

Rounding Is:
• Focused, outcome driven and intentional
• Part of a leader’s routine, hardwired into his/her approach to relationships and business
• Continually building a positive culture that
1. Is purposeful
2. Makes employees work worthwhile
3. Shows employees their work is making a difference

The types of questions asked serve a multitude of purposes: to build deeper relationships, to learn what is working well, to identify process improvement areas, to repair and monitor chronic issues within an organization, and to ensure that standard behaviors and practices within the organization are being consistently executed. Rounding includes asking questions that help an employer get to know his/her employees on a personal level, recognize what is working well and commend those who are doing a great job, as well as acknowledge and confront problem areas within the organization and discover what equipment, tools and training are necessary to help the employee better succeed at their job. Rounding focuses on positives, encouraging the employee by making them feel valued and important, helping to put the person at ease and feel comfortable, without overlooking problem areas that need to be addressed.

Rounding Is Not:
• Management by wandering around
• Reactive
• Focused on what is wrong
• Being out there

By moving forward with a habit and culture of Rounding for Outcomes, employees feel connected to their supervisors, feel respected and valued and that their work matters.

1. Emma Willard
2. Gracia Molina de Pick
3. Charlotte Forten Grimke
4. Okolo Rashid
5. Annie Sullivan
6. Brenda Flyswithhawks
7. Title IX
8. 1972

No comments:

Post a Comment

Note: Only a member of this blog may post a comment.