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Positively Represent Your Healthcare Practice with a Dress Code Policy

Posted on May 20, 2021 by Meghan in Blog

Professional Appearance Positively Represents Your Healthcare Practice

Do you have a dress code policy in your healthcare practice? You might be in the front office or a healthcare provider. You might wear uniforms, lab coats, or business clothes. Regardless of your interaction with clients, customers, suppliers, contractors, or volunteers, the appearance of employees at your business supports your business image brand.

Patients and their families have reasonable expectations that their healthcare providers and employees at the clinic present themselves in a professional manner both in demeanor and appearance.

Why have a healthcare practice dress code policy?

Dress code policies, procedures and training will help to ensure a professional and consistent appearance of employees while also positively representing and supporting your business brand.

  • A policy provides guidance in making choices about clothing and appearance, for all staff.
  • The professional appearance of your staff supports the image and positive reputation of the clinic.
  • Use of uniforms and name badges creates a greater level of security and recognition for staff and patients.

What are some dress code guidelines?

General Guidelines:

If you do not have direct patient contact (i.e., billing clerk, consulting pharmacist, receptionist) wearing uniforms is optional. If you choose not to wear a uniform or lab coat, consider these guidelines when choosing clothes at the office:

Name Badges:

  • Help to identify you to our patients and clients.
  • Are provided by the clinic to each employee.
  • These are to be worn at all times.
  • If you are not wearing a name badge, you may be denied entry into restricted areas of the clinic.

Shoes:

  • Closed toes and closed heels or heel straps.
  • No high heels or built-up soles such that it could endanger yourself or patients.
  • Non-slip footwear.

Hair:

  • Clean and neatly groomed.
  • Long hair should be tied back during patient treatment or when operating machinery.

Clothing:

  • Clean, neat and in good repair and allows for full performance of all duties.
  • T-shirts and tank tops are not permitted. Polo shirts or styled cotton tops with pockets are acceptable. Discrete, non-inflammatory images and logos are permitted.
  • Sweatshirts are not suitable in direct patient care areas.
  • Tops need to be long enough and high enough to provide adequate coverage of abdomen, back and chest.
  • Fragrances should be avoided.
  • Jewelry, tattoos and body piercings must be discrete and provide no risk to the wearer or patient.

If you have direct patient contact (i.e., physicians, MOA, nursing, physiotherapist):

Clothing must meet infection control standards for the benefit of patients and to you and your family. The type of work that you do may require additional considerations.

No artificial nails are permitted.

In the interest of health and safety of our patients and our employees, no artificial fingernails are permitted. Artificial nails have been demonstrated to interfere with effective hand washing hygiene and has contributed to healthcare acquired infections.

When we know better, we do better

Download  the Practice Management Success Tip, ‘Dress Code Policy'.

Discuss with your team the importance of professional attire and overall appearance.

Dress Code Policy

The free Practice Management Success Tip, Dress Code Policy, will help you

  • Discuss with your team the importance of professional attire and overall appearance.
  • Review the professional work standards expected of each staff member, regardless of their role.
  • Guide discussions with your team, get their feedback and input, customize a procedure that you can use right away in your practice.
Show Me The Dress Code Policy
dress code, employee training, healthcare, medical, office dress code policy, policy template, Practice Management Success

Protect Your Practice, Your Assets, and Your Patients with Privacy Impact Assessments – A Complete Step-by-Step Course

Posted on October 28, 2020 by Jean Eaton in Services, Training

Do you need a Privacy Impact Assessment?

Or do you need to amend an existing PIA?

Privacy Impact Assessments are just one of the requirements you need in order to fulfill your obligations in Alberta’s Health Information Act (HIA) and other legislation and are an important aspect of developing privacy best practices in your office.

And a little help along the way is always a good thing.

Practical Privacy Coach, Jean  L. Eaton of Information Managers, is constructively obsessive about privacy, confidentiality, and security when it comes to the handling of personal and health information, particularly in primary health care settings. Jean has helped hundreds of healthcare providers, vendors, and health and social service delivery organizations and associations complete their Privacy Impact Assessment which have been successfully accepted by organizations' management and regulators. Jean has customized and delivered privacy training programs for privacy officers, records management professionals, implementation teams, and healthcare providers across Canada and the US.

Now you can have access to five modules to help you learn everything you need in order to complete your own PIA.

     

**** New PIA Amendment Track ****

Each module includes a video training, as well as templates, tools, resources and case studies to build on in each lesson. You can use this scenario to guide you through the PIA process in healthcare. If you work in healthcare or privacy or records management and need to do a PIA, this e-course is for you.

 

You need a Privacy Impact Assessment (PIA) when

  • You  are opening a new clinic or establishing a new health services program.
  • You are changing administrative procedures or technology equipment, services, or vendors
  • You are changing how you collect and use personal information,
  • You are implementing or changing an Electronic Medical Records (EMR)
  • You are sharing health information with another healthcare provider, organization, Primary Care Network or other health program.
  • You want to prevent a privacy breach,
  • You have a Privacy Impact Assessment that was written more than 2 years ago (It is time to review and update this!)

 

If you are a healthcare provider, practice manager, and you need your first Privacy Impact Assessment, this e-course is for you

Are you in a group or solo practice with direct patient care, for example:

  • Physician
  • Pharmacist
  • Registered nurse
  • Optometrist or optician
  • Chiropractor
  • Physiotherapist
  • Midwife
  • Podiatrist
  • Dentist, dental hygienist or denturist
  • Audiologist
  • Mental health practicitioner
  • Laboratory, x-ray, and imaging technician
  • Paramedic

A PIA should be as common place to a healthcare practice as a business plan is to a business. BUT most healthcare practices don’t know this and often don’t know that a PIA is  usually part of their professional college requirements and often even a legislated requirement! Prevent malicious errors, omissions or attacks that could result in fines and even jail time for the business, healthcare provider, employee, or vendor by completing a PIA.

If your Privacy Impact Assessment was written more than 2 years ago this online on-demand course is for you!

The Clinic Manager and Physician Lead and Privacy Officer  must ensure its content is updated to reflect the current state of administrative, physical and technical controls.

BONUS! Checklist to update your PIA to meet recent changes to Alberta's Netcare Portal. If your practice has completed a PIA and now you need to update the PIA, you receive a checklist of items that you need to consider to refresh your PIA.

 

If you a vendor that supports healthcare practices this e-course is for you!

BONUS! One hour tele-consult with Jean, “Create a branded Privacy Impact Assessment Readiness Package”. Jean will work individually with you to review your documentation and coach you on how to prepare the package to give to healthcare practices.

BONUS! Vendor PIA live webinar includes Vendor non-disclosure agreement, Information Manager Agreement, GAP Analysis, Computer Network Narrative templates.

 

Jean has helped hundreds of physicians, chiropractors, pharmacists, and other healthcare providers complete their Privacy Impact Assessment. She has visited hundreds of practices across Canada. But time and geography limit my ability to visit each healthcare practice that needs a PIA. That's why I developed this on-line interactive course to help you learn everything you need in order to review, amend, or create your own PIA. Each module includes a video training as well as templates, tools, resources and two common case studies to build on each week. You can use these scenarios to guide you through the PIA process.

You know your practice better than anybody else. If you had the right tools, at the time most convenient for you and a mentor to help you, you can develop good office practices, meet legislated and college requirements, and successfully complete your Privacy Impact Assessment requirements.

Using a Webinar on-line interactive program, you will get great content and mentoring from Jean Eaton and once a month during the Q&A live training webinars. Learn the PIA process with these modules.

The modules include:

Module 1:

PIA to Protect Your Practice, Your Assets, and Your Patients

 

Module 2:

Information Flows–-the Foundation of Your PIA

 

Module 3:

Risk Analysis and Mitigation Strategies

 

Module 4:

PIA Format - Pulling it All Together

 

Module 5:

Complete Your PIA Submission

BONUS Module 6:

Create a Branded Privacy Impact Assessment Readiness Package

The replays, tools, and resources will be available to you right away.

If you are new to this field, I suggest that you first register for Privacy Awareness in Healthcare: Essentials to master the key definitions and concepts.

Corridor_Privacy_Awareness_In_Healthcare_banner

Privacy Awareness in Healthcare: Essentials

 

Protect Your Practice, Your Assets, and Your Patients with Privacy Impact Assessments –

A Complete Step-by-Step Course

5 Core Modules, Templates, Training, and Tools to Get Your PIA Done!

Monthly Live Q&A Training Webinars

$450.00 (plus GST)

Purchase e-course

 

You will get

  • Learning Resource Guide for EACH module – how-to explanations, templates, and resource lists
  • Checklists to help you plan your PIA
  • MindMap of the entire PIA process
  • PIA project plan timeline templates
  • Checklists of  personal and health information privacy and security policies that you need in your practice
  • Many examples of projects in medical, dental, chiropractic and more practices including new PIA project and PIA amendments.
  • Explanation and real-life examples of key terms that you need to know and include in your PIA
  • Strategies and templates of risk management assessments that you can customize
  • This E-course might qualify for CPE credits, too!

 

BONUS!  Monthly live Q&A webinar training with Jean to help you get un-stuck with your PIA.

BONUS! Checklist to update your PIA to meet recent changes to Alberta's Netcare Portal.

BONUS! Private discussion group with other registered participants of this course to network and support each other on your PIA journey and continue to help you after this course closes.

BONUS! Regular updates of privacy resources and templates that you can use.

 

If you hired a consultant to do the work of the PIA process for you it may cost you as much as $3,000!

And then…when the consultant is done, they take their knowledge out the door with them.

Invest only $450 in this course and you'll have what you need to do your first PIA project today…and every project in the future!

Jean Introduction Ecourse PIA (1)


I had the pleasure of working alongside Jean to develop a PIA for my Dental Office. I could not have completed this document without her. She was there to help me every step of the way. Her online course made it easy to communicate with her as well as having so many resources to use that were so helpful. Each Module had videos to watch that explained step by step what needed to be done. The PIA document is a lot of information to put together and if it's not enough information on its own, you also need to develop a policy and procedures manual. Jean has developed an amazing resource for this manual that was very user friendly and made a 300 page manual a lot more attainable than creating it on your own. I highly recommend taking Jean's PIA course and having her help throughout the process!”

~~Lindsey Cave, Office Manager, Orion Dental Group

 

What people are saying about our PIA e-courses and in-person workshops:

Q: What did you learn from this workshop?

Participant's Responses:

  • Understanding of need / use of Information Management Agreement's and an ‘Evaluation” agreement.
  • Lots – when / how to make amendments.
  • Compliance / requirements of PIA and their purpose.
  • PIA information; agreements, updating.

 

Q: What do you feel was the biggest benefit to attending this workshop?

Participant's Responses:

  • Understanding a PIA.
  • Having a better understanding of PIA's and everything included in requirements.
  • Gain a better overview of my PIA and what I need to add; organizational strategy.
  • Clear vision of work to be done.

“When Jean told us about the Protest Your Practice, Your Assets, and Your Patients with Privacy Impact Assessments E-course and explained how the course will help us better understand the Health Information Act, our responsibilities as healthcare providers and our relationship with our vendors and partners, I signed up right away! Thanks again – it is no doubt that we have hitched our wagon to a shining star.”
~~Bill Stowe, Business Manager Synergy Respiratory & Cardiac Care

“This was my first ever time I had to work on a PIA and I was a little nervous about doing it efficiently – but you really made it as simple and straight forward as possible. Thank you for being available for my questions when I had them. I would easily recommend Privacy Impact Assessments to Protect Your Practice course for anyone to do their own PIA's! Thank you so much!”
~~Karen Sarabura, Clinic Manager and Privacy Officer, CGA Medical Imaging, Alberta

“I attended the Privacy Impact Assessment Walk-through workshop (for ARMA members). Jean shared resources and on-going networking opportunities. The biggest benefit to me is to know that there is help out there in moving forward with our Privacy Impact Assessment responsibilities.”
~~Ellen Sauvé, Parkland County

Comments from other E-course participants:

“Learning about how all the information gathering systems interact was the most valuable part of this workshop”

“Excellent presenter – variety of learning opportunities.”

“Jean is an excellent speaker and I enjoyed the audio seminar you gave today and I learned a lot from your seminar.”
~~Annette T (AHIMA webinar, Three Mistakes in Managing a Privacy Breach”)

“Jean Eaton is one of those ‘critical suppliers' you keep in your email contacts list, no matter what company you manage. She really knows her stuff and delivers prompt, accurate information on time. Her courses are interesting, informative, and I like the opportunity to meet with classmates who have similar challenges.”
~~Kevin Morris, Shape MD, Team Leader/Office Manager

 

Buy e-course

In-Person Workshops Are Now Available 

Are you a hands-on kinda person?

Are you more likely to get things done when you schedule your time for a working meeting?

Would you like help to kick-start your PIA amendment and review with other like-minded clinic managers and privacy officers?

PIA Amendment Workshops are available. Send a request to me and let's set up a workshop near you! You also get full access to the on-line course to support you after the workshop.

 

 

Not sure if the E-course is for you?

Jean will answer your questions in the free webinar, 

 

Prevent Big Fines (or Worse!) for Your Healthcare Practice

How to Plan a Privacy Impact Assessment for Your Healthcare Practice

with Jean L. Eaton
Replay Recorded Live

This webinar is for Privacy Officers, Clinic Managers, Practice Managers and anyone else responsible for doing a PIA.

You will learn what is getting in your way of getting your PIA done!

In this free webinar, you will learn:

  • 5 Manageable Steps of every PIA
  • 3 Biggest Myths about PIA’s that is preventing you from completing your PIA
  • Questions Privacy Officers, Clinic Managers, Practice Managers and Healthcare providers should ask about PIA’s but don’t
  • Biggest fears about doing a PIA and how you can kick it to the curb so that you can finally get it done

Join us for the webinar so that you can plan your PIA for your healthcare practice!

Sign me up for this FREE webinar

Get Free Access Now Arrow

Please provide your email address below and you will be re-directed to the webinar replay right away.

Check your email in-box to confirm your registration!


 Along with your webinar registration, you will also benefit from the occasional Privacy Nugget tips by email of similar privacy resources and articles that you can use right away!

 

Alberta, amendment, breach, employee training, ePIA, ePrivacy, Health Information Act, healthcare, HIA, PIA, PIA process, Practical Privacy Coach, Privacy Impact Assessment, privacy officer training, templates

5 Low Cost Steps You Can Take Now To Prevent Employee Snooping In Healthcare And Prevent Privacy Breach Pain

Posted on October 22, 2020 by Meghan in Blog

Healthcare Employers, Privacy Officers Need To Prevent Employee Snooping

Human curiosity, interpersonal conflicts, shaming or bullying or financial gains are common motivators for snooping. We seem to be hard-wired to want to peek into someone else’s personal and private information. Snooping is a violation of trust between our patients and the healthcare providers and the people who work for them.

We want our patients to trust us. We need the patients to share their personal information with us so that we can provide the appropriate health services to them. When healthcare providers and employees snoop in our patient’s information we destroy that trust with the patient. When one of our team members is snooping, it harms the effectiveness of our teams and damages morale in the clinic.

When employees are snooping in personal health information, it costs the employer time and money.

What Is Snooping?

Looking at someone’s personal information without having an authorized purpose to access that information to do your job is known as ‘snooping’.

Even when you are “just looking” at personal information but don’t share that information with anyone else, this is still a privacy breach.

It is illegal.

Snooping incidents are on the rise and can cost you time, money, heartache, and headache in your practice.

When there is an offence under the privacy legislation like the Health Information Act, there may be an investigation, charges and court appearances, fines, penalties, and loss of employment.

Snooping is entirely preventable. You can easily use the 5 low cost steps to prevent employee snooping in your healthcare practice.

How Can You Prevent Employee Snooping?

Let’s take a look at the pro-active steps that you can take today to prevent employee snooping.

Step 1. Be A Privacy Champion

The first step is to be a privacy champion. Everyone can be a privacy champion in your role in your practice. Make sure that you understand the legal and regulatory obligations about privacy and how it affects your health care practice and your patients is an important step.

In addition, each practice should have a named privacy officer who is responsible for the accountability and management of privacy compliance in your practice. In fact, simply having a named privacy officer increases the likeliness of spotting  and responding to a privacy breach more quickly than a practice that does not have a privacy officer.

The privacy officer will also ensure that there are appropriate policies and procedures related to the correct collection, use, and disclosure of health information – and appropriate monitoring and enforcement when snooping is suspected.

Step 2. Train Privacy Awareness

Healthcare practices must provide privacy awareness training to all of their employees at their orientation and not rely on the assumption that the employees have learned about privacy awareness in their previous roles.

When the training includes examples of snooping and clear expectations about the potential consequences and sanctions, you have set the stage to define the culture that snooping is not acceptable. Unfortunately, there are many examples of snooping privacy breach incidents in the news. When you discuss these examples, you can increase privacy awareness and learn from someone else's privacy breach.

Use These Examples as part of your training to inform employees about the consequences of snooping
Snooping Conviction Earns 3 Years’ Probation
Recent Privacy Breach Convictions Under Alberta’s Health Information Act

Step 3. Reasonable Safeguards

Implementing reasonable safeguards makes it easier for people to do the right thing and avoid the temptation of snooping.

There are three types of safeguards.

Administrative. Written policies, procedures, training, and oaths of confidentiality are examples of administrative safeguards. When there are clear, written, expectations about privacy and confidentiality, including snooping, we are more likely to achieve positive privacy practices.

Technical. This often includes security related to computers. For example, making sure that we have role-based access to systems and personal health information supports the need to know principle. Computer networks and electronic medical record systems that have user management audit logging and enforce unique user ID are other examples about technical safeguards that allows us to prevent and monitor snooping incidents.

Physical. Restricted access to paper records, ensuring that documents are shredded appropriately are examples of physical safeguards that can prevent employee snooping.

Step 4. Monitor to Prevent Snooping

Knowing that their supervisor, co-worker, or privacy officer is observing their interactions with personal information may help to deter employees from snooping.

The supervisor or privacy officer may routinely monitor user audit logs of systems containing personal information to search for unusual activity or pro-active review of users looking up patient information with the same last name or access to VIP records.

Listen to the podcast, How AI Improves EMR Auditing | Episode #094 to learn about an easy way to perform user monitoring and quickly recognize risks from external bad actors and employee snooping incidents!

Step 5. Consequences When Employees Snoop

Well documented and implemented consequences is step 5 to prevent snooping incidents.

Written sanctions and discipline policy are required both as a deterrent to snooping and to facilitate the quick response to a privacy incident.

When proactive measures fail, consequences may be appropriate. The consequences need to be reasonable, consistent across all providers and employees, and fair to the circumstances.

Written sanctions and discipline policy are required both as a deterrent to snooping and to facilitate the quick response to a privacy incident.

Snooping is a privacy breach, and it will require investigation and reporting. Your written privacy breach policies, procedures and forms will help you to respond quickly to a snooping incident.

Sanctions might also be applied outside of the organization. When a privacy breach is reported to the OIPC or a privacy complaint is made to the OIPC, charges may be laid under the HIA.

Listen to the podcast, 5 Steps to Prevent Employee Snooping | Episode #097 to learn more about snooping and how to prevent it in your healthcare practice!

When we know better, we do better

Download  the Practice Management Success Tip, ‘5 Steps To Prevent Employee Snooping'.

Share and discuss examples of snooping and your related policies and procedures to support privacy awareness in your practice.

prevent employee snooping

The Practice Management Success Tip, 5 Steps to Prevent Employee Snooping, will help you

  • Take 5 practical steps to prevent employee snooping.
  • Provide clarity about what is considered a privacy breach.
  • Contribute to the health information privacy compliance in your healthcare practice.
Show Me The 5 Steps to Prevent Employee Snooping

Did you enjoy this article? If you’d like to look at similar posts, visit these links:

Snooping Conviction Earns 3 Years’ Probation

Keeping Privacy Active in the Minds of Clinic Staff

Not sure what is considered a privacy breach? See When is a Privacy Breach a Privacy Breach?

 

 

employee snooping, employee training, prevent employee snooping, privacy, privacy breach, privacy officer role and responsibility, reasonable safeguards

Employee Engagement – It’s not rocket science!

Posted on May 2, 2015 by Jean Eaton in Blog, PMN Replay, Practice Management Nugget Interview

What is meaningful engagement?

We had a wonderful discussion on January 30, 2014 with Paula J. MacLean of Silver Creek Press in our Practice Management Nuggets series. She gave us some great content including:

  • Difference between satisfied employees and engaged employees
  • Strategies to create engagement with your employees
  • Strategies for you to develop skills to better engage your employees
  • Tips for networking
  • Tips to engage employees who work from remote  / mobile offices and more!

 

 Replay

Resources

Employee Engagement Webinar Take Away Notes

 

Feedback that is sincere, timely, and meaningful to the employee often has the most impact.  Sometimes, recognition includes a ‘thing' or gift; sometimes it doesn't.  What was your most meaningful recognition experience?  Send us an email – we will compile the responses and post in a future article here.

 

Check out Paula's books for practical advice and resources that you can implement right away!  Silvercreekpress.ca

 

 

 

 

 

 

[clickToTweet tweet=”Employee Engagement: It's not rocket science! #free #webinar with Paula MacLean, @InfoManLtd ” quote=”Employee Engagement: It's not rocket science! #free #webinar with Paula MacLean, “]

 

 

Preview our upcoming Practice Management Nugget events including topics: patient clinic satisfaction, medical office supplies, corporate security. The events are free but you must register in advance to get access to the replay.

Don't miss an event-

Sign Up Now! Practice Management Nuggets Weekly Reminder Email

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Practice Management Nuggets are now also available as podcasts! Find us on Stitcher Radio and iTunes!

 

Employee Engagement, employee training, healthcare, Practice Management Nugget, Staff Satisfaction

When an employee does wrong after work

Posted on September 13, 2014 by Jean Eaton in Blog

Ray Rice was banned from playing football when he admitted to physically assaulting his fiancée. Big celebrity causes embarrassment to his employer in a professional sports (and entertainment) industry. What does this mean to healthcare practice managers? I learned today when I listened to CBC Radio show, The Current, that an employer has a responsibility to act when an employee does wrong on their own time.

Why should an employer be responsible for dealing with the private lives of their employees?

The off-duty misconduct of an employee can affect the reputation of the employer and may be contradictory to the employee's job. For example, if a healthcare provider is drunk and disorderly in public patients may not trust the care and treatment that they could expect to receive from the employee. The lack of respect and trust of the employee affects the reputation of the employer, too.

What role do employers have regarding domestic violence?

An employee who is a victim of domestic violence impacts the workplace in many ways. The mental health of the victim is compromised and negatively affects their job performance or productivity, also affecting the attitude and morale of their co-workers. The victim may be absent or late for work. The abuser can use the employee's workplace resources to harass or stalk their partner and risk the safety of all the employees and customers at the workplace.

When an employer becomes aware of actions (on or off the job) of an employee that might

  • cause risk to public safety, consumers, customers, other employees,
  • affect employee's ability to do their job, or
  • negatively impact the reputation of the employer

the employer has a responsibility to act.

The employer should implement IAC – investigate, assess the situation, make a conclusion. This could include employee termination for just cause, termination without cause, or other discipline. When necessary, the employer may need to notify police services as part of their public responsibilities.

Health and safety legislation in the workplace requires the employer to take every reasonable precaution to protect workers including protect from workplace harassment (including workplace violence and bullying) as well as hazardous substances and dangerous machinery and equipment.

Legislation requires employers to develop written policies addressing workplace violence and harassment; review policies at least once a year. Policies must include procedures to enable employees to report incidents, set out how the employer will investigate incidents and complaints and the employer must provide training on these policies.

If an employer does not properly address harassment in the workplace, or an employer becomes aware of an employee's off-hours personal actions that could affect the workplace and does not respond, this could be named a ‘poisoned workplace‘. Employees could claim they can no longer work due to their employer’s failure to prevent an abusive or unsafe workplace and take action against the employer.

Download the CBC’s ‘The Current’ podcast and discuss it with your healthcare practice management team. Are your policies up to date? Do your employees know how to make a complaint? Manage a complaint? Conduct an investigation?

Here are a few more resources to help you get started:

Government of Alberta, Human Services

Treasury Board Secretariat website for related tools and guides.

employee training, healthcare, Practice Management Mentor, templates, workplace harassment

High-value, low-cost staff recognition tips

Posted on May 15, 2014 by Jean Eaton in Blog

Nelson Scott is a speaker, consultant and author. In Thanks! GREAT Job! Improve Retention, Boost Morale and Increase Engagement with High- Value, Low-Cost Staff Recognition, he identifies the five ingredients of meaningful staff recognition, which must be Genuine and should be Relevant, Explicit, Appropriate and Timely.  In our Practice Management Nugget interview, Nelson shared some additional nuggets that you can use right away.

What is Nelson’s #1 Tip to recognize staff? Be sincere and genuine.
GREAT_Job_Nelson_Scott

Be sincere and genuine in the way that we provide recognition – and provide frequent recognition or praise for doing good work. Make recognition a daily habit.

What is staff recognition?

Staff recognition is not awards, incentives or team building. Staff recognition is “Recognition is an after-the-fact display of appreciation or acknowledgment of an individual's or team's desired behavior, effort, or business result that supports the organization's goals and values.” (Source: Recognition Professionals International (www.recognition.org). Staff recognition happens spontaneously – when we observe someone doing something that we want to reinforce.

Who’s job is responsible for staff recognition?

Staff recognition can come from managers but when a colleague recognizes good work it is often more meaningful. Recognition can also come from clients, customers, and visitors. Empower yourself to recognize good work and good attitude of your co-workers even if it is not in your job description.

Nelson suggests that we make the third Tuesday of each month as “Peer Recognition Day.” There are many ways to provide staff recognition – variety is the spice of staff recognition. Thank you notes are an important and useful tool – but don’t limit your recognition to only thank you notes. Nelson provides a wide variety of tools and suggestions that you can review to find an approach that fits well in your organization, your culture, your personal ‘style’ and is meaningful to the recipient.

Recognition focuses on what the person has done and how it is relevant to our business goals. It takes practice to get really good at this and make staff recognition a daily habit. Let Nelson help you with resources that you can use right away!

Related Posts: GREAT Staff Recognition

employee training, staff recognition

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