Five questions to make the “How are you doing?” conversation more meaningful
Burl Stamp, FACHE
We empower managers to become more inspired leaders with tools that transform the workplace. | CEO | Speaker | Author
Supporting staff and staying connected to how they’re feeling has never been more important. As health care organizations emerge from what has hopefully been the worst of the pandemic, there will be a tendency to breathe a sigh of relief and high-five the team’s success. Indeed, there is much for the country to be thankful for regarding healthcare professionals’ response and sacrifices over the past year.
But for health care leaders, the emphasis now should not only be on celebration. Rather, leaders who are focused on effectively supporting staff are more concerned about the toll heroic efforts have taken on their workforce.
Of course, each individual employee has his/her own story and struggles related to the pandemic. That’s why the Development Dialogue we’ve always recommended leaders have with each staff member at least a couple of time each year is so important in 2021.
Unlike the traditional performance appraisal meeting, the Development Dialogue is all about listening. Understanding each employee’s personal goals, concerns, ideas, and thoughts about their future with the organization has never been so important.
Asking an employee, “How are you doing?” is a reasonable first step. But that question alone, which often seems rhetorical, is hardly enough. These five questions can help open a more meaningful dialogue right now.
- What has been most difficult for you this year during the pandemic?
- Which accomplishments are you most proud of?
- What do you hope leadership really understands about what you’ve been through?
- How can your experience and skills contribute in an even bigger way to our success going forward?
- How can I and other members of the team best support you right now?
Because of the pandemic, many health care professionals are at a difference place – personally and professionally – than they’ve ever been before. Opening up an honest, empathetic conversation with each individual can be one of the most important gifts a leader can offer as our organizational recovery from COVID-19 continues.
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Director of Nusing
3 年The fear associated with COVID last year was real. I feel it impacted healthcare workers most of all. There was no escape. Staff were never able to “get away” from COVID. At work, they dealt with an unknown virus where ambiguous treatment guidelines changed more frequently than the springtime weather in Missouri. They witnessed struggle and death daily. They were the ones in the room holding the hand of a dying patient while families weren’t allowed to visit and be with their loved ones. While many people were huddled safe in their homes, healthcare workers were the ones who stepped up and came to work every day while much of the world took a break. At home, they were bombarded with questions about how their day went, family members and friends inquiring about “what do I do?”, and the news media impudently criticizing and critiquing the care provided by healthcare in general. There was no escape...no way for them to take a break and get away...no vacation because everything was shut down...no way to take off work without feeling guilty leaving their team understaffed and in need of help (they actually did the opposite and worked MORE because of this). Yes, we need to give staff time to vent, decompresse, and reflect.