August 2004 Newsletter ********************************************** IN THIS ISSUE: The Leading Edge--Are you a Micromanager? Standards in Excellence--Creating Magnificent Meals News You Can Use--providing equal opportunity employment Just for Fun--Words With Double Meanings ************************************************************************************* ************************************************************************************* Are You a Micromanager? The Telltale Signs & What You Can Do About It ************************************************************************************* Are there times when you feel more like a prison warden as opposed to a healthcare professional? Do you find yourself telling people exactly what to do and how to do it on a regular basis? Do you find yourself irritated when others make decisions without consulting you? If you answered, "yes" to any one of these questions, it's likely that you are a micromanager. ************************************************************************************* ************************************************************************************* Why Do We Micromanage? ************************************************************************************* While most employees hate to be micromanaged, the fact is, many managers continue to do it. So what gives? Perhaps some managers fear for job security as subordinates learn new skills or excel with technologies they are not familiar with. Or maybe some micromanagers are just unable to adjust to change and stay current with the ever-changing face of healthcare. In all fairness, some employees need to be strictly supervised. You may find that if you don't keep a tight watch on every move of every employee, things just won't get done or won't get done right. After all, as a manager, you've probably performed every job in the place--you know exactly what needs to be done and how to do it. While you may feel this type of supervision is necessary, the reality remains that this management style often leaves you with little time to finish the tasks you need to accomplish. In addition, micromanagement often makes employees feel like they aren't trusted or respected --which doesn't help in the least when it comes to boosting morale. ************************************************************************************* ************************************************************************************* Finding the Meaning Behind Micromanagement ************************************************************************************* It might be easy to slip into a routine of micromanagement. But as detailed above, imposing this management style is not beneficial to you or your employees. To get to the root of the problem, it's important to ask yourself why you feel the need to micromanage. In other words, what is the real reason you need to hand hold employees at every moment? Ask yourself: What kind of guidance do I need to give? If you're showing employees a new routine, it's probably OK to watch them closely and make sure you're available for questions. However, once a task becomes part of an employee's daily routine, you really need to ask yourself if hovering over them is the best route to take. If an employee has an issue, try to let him or her figure it out on their own before you step in. Not only will this help improve their problem-solving skills, but it will also open up new ideas and perspective. Also, take note of the employees who excel at their job. Encourage them to share their expertise with their team members. You can then rest assured that a capable person is guiding and teaching the group when you are unavailable. Do I trust my employees? Do you feel that if your presence is not known, things won't get done? If you have a lack of trust in any of your employees, it's time to take a serious look at that particular relationship. If you feel you have to watch over them in order for them to do their job, are they really worth keeping on staff? Also, keep in mind that if you continue your constant monitoring, your employees will pick up on your lack of trust, which can ultimately lead to a toxic and non-productive work environment. Am I really saving time? Some micromanagers justify their actions by telling themselves that they're saving time--"if I watch and make sure they're doing everything, I won't have to go back and re-do it myself." If you feel that you must constantly handhold your employees, it's time to re-evaluate whether or not they have received the appropriate training. Determine what kind of training is necessary to improve their skills and thereby free up your time. Am I abusing my power? If you find yourself micromanaging even after you've considered and accounted for the items above, it's time to evaluate your ego. Being in a position of power can bring out the worst in some people. Perhaps some people feel they aren't respected in their field, so they overcompensate by letting their presence known to their subordinates at all times. Be aware of this possibility and constantly ask yourself, Am I helping my people and ensuring smooth operations or Am I on a power trip? If you feel the latter is the case, take a deep breath and give your people the respect and autonomy they deserve. No doubt, it will take great effort to let go of the reigns and much time to properly train your employees. But in the long run, it will be worth it. At the end of the day, you'll have more time to accomplish your objectives and your employees will be able to breathe easy knowing that you aren't going to hover over them! ************************************************************************************* ************************************************************************************* "A real leader faces the music, even when he doesn't like the tune." -Anon. ************************************************************************************* ************************************************************************************* Magnificent Meals Making the Dining Experience a Pleasurable One ************************************************************************************* A moist piece of chocolate cake, a hot slice of pizza, a freshly picked apple--whatever your favorite foods may be--they can undoubtedly put you in a good mood, leaving you satisfied and content. In fact, consuming delicious meals and enjoying a spectrum of variety is something we most likely take for granted. However, these innate pleasures are often denied to many hospital and nursing homes residents as institutional foods traditionally consist of bland seasonings, unappealing entrees and uncreative menus. Mealtime should be a positive experience for residents. While achieving satisfaction with this group of diners can prove to be challenging (due to diet restrictions, ability to eat solid foods, etc) it is indeed possible. Consider the tips below if you want to revitalize mealtime at your healthcare facility. Ambience is Everything. ************************************************************************************* Little things such as turning off TVs in the main dining rooms, playing music, and setting fresh flowers on tables can make a big difference. In a nutshell, anything you can do to enhance the dining atmosphere will make mealtime more enjoyable for residents. In addition to the items mentioned above, you could call local restaurants or rental companies and see if they are willing to donate any table linens, napkins, silverware etc. Other inexpensive options include placing votive candles on tables or simply adjusting the lighting to create a more relaxing mood. Recruit a Cook. ************************************************************************************* Run an ad in your local newspaper that details your needs for a culinary expert. Better yet, try running an internship program for culinary students. A student will be able to acquire "real world" experience and you'll be able to cut down on costs--a real win-win situation. Pick the expert's brain for creative, yet nutritional dishes. Make sure that the culinary expert is able to teach your facility's dietary staff some simple, but useful tips for food preparation. Make It a Taster's Choice. ************************************************************************************* Let residents volunteer for samplings of new, proposed dishes. Allow these volunteers to vote on whether or not the dishes should be included on the menu. Or, you could pass out a survey (to those who are able to complete) after a new dish is served and evaluate their reaction immediately after the meal. Remember Who You're Feeding. ************************************************************************************* If you have residents who find it difficult to utilize utensils correctly, you might want to consider serving more finger foods. Chicken nuggets, pizza and sandwiches are all possibilities. Mark Your Calendars. ************************************************************************************* Whenever there is a celebration, there is food. This mantra should not change for long-term care residents. Holidays are a great time to create rewarding dining experiences. Also be aware of residents' cultural traditions--ethnic meals are another way to add variety and interest. Share and Be Fruitful. ************************************************************************************* Allot a time for residents to share favorite recipes. You could even put on a cooking class and let residents show one another how they make their favorite dishes. Not only will this provide variety but it will also create interest and bolster their nutritional well-being. As you can see, creating an enjoyable and meaningful dining experience doesn't require much more than some effort and creativity. By increasing your facility's ability to provide innovative dining options, you can go a long way in improving residents' health and overall quality of life. ************************************************************************************* ************************************************************************************* "Personally I stay away from natural foods. At my age I need all the preservatives I can get." --George Burns ************************************************************************************* ************************************************************************************* The Hiring Process Are You Being Fair & Equal? ************************************************************************************* A recent study conducted by the National Bureau of Economic Research found that job applicants whose name sounds like it might belong to an African American, such as Tamika Smith or Tyrone Jones, can find it harder to get a job than someone with a "white-sounding" name such as Carol, John or Doug. The study also found that a white person applying for a job in sales, administrative support, clerical or customer service needed to send an average of 10 resumes to get one callback, while an African American applying for the same job must send 15 resumes for one callback. Providing equal opportunities for people of all ages, race and gender not only secures you of a more diverse and dynamic working environment, it ensures that you will not be violating any discrimination laws. Title VII of the Civil Rights Act of 1964 prohibits discrimination in employment based on certain protected classifications, including race, color, sex, pregnancy, religion, national origin, age (40 or over) and disability. While some forms of discrimination are quite blatant (refer to the example in the first paragraph) you might be unsure of what other items constitute discrimination during the hiring process. The questions and answers below are some of the more common areas of concern--take them into consideration when you're hiring healthcare professionals for your facility. ************************************************************************************* ************************************************************************************* Can I consider someone's disability when filling a position? ************************************************************************************* Yes. You can consider an applicant's disability if it makes him/her unable to perform the essential functions of the job. For example, if one of the prime roles of a particular job is lifting patients, but the applicant cannot perform this task, you can decline to hire him/her on that basis. However, if the applicant has shown that he/she can indeed carry out the necessary functions of the job, you must not consider their disability when hiring. If I know that an applicant has a problem with drugs or alcohol, can I refuse to hire him/her on that basis? Yes. You may refuse to hire someone solely because of their current use of alcohol or drugs. However, if an applicant divulges that he/she used to have a substance problem, but is now clean and sober, you should not refuse to hire based on this fact alone. ************************************************************************************* ************************************************************************************* Am I allowed to ask someone if they are an illegal alien? ************************************************************************************* You can ask if the worker is legally authorized to work in the United States on a full-time basis. But don't discuss or ask beyond this--it is illegal to discriminate against people based either on their national origin or on their lack of U.S. citizenship. ************************************************************************************* ************************************************************************************* Is it OK not to hire someone just because I don't like him or her? ************************************************************************************* Yes. There are numerous factors you will consider during the hiring process. Your personal opinion and impressions of the person, including whether you like him or her, will be among these factors. Just be sure that you aren't letting prejudices enter into whether you like someone. If you do so, you may be violating anti-discrimination laws. ************************************************************************************* ************************************************************************************* Please note: the legal information above is not intended to be legal advice for your organization. Please contact an attorney if you seek counsel or clarification pertaining to equal opportunity employment. Source: Nolo.com ************************************************************************************* ************************************************************************************* Words With Double Meanings?!! What Patients Might Be Thinking When You Speak in Medical Terms ************************************************************************************* Do you ever feel that patients and residents have no idea what you're talking about when you speak to them? Perhaps these people are thinking of something entirely different when you talk in medical terms. The definitions below could be just some of the alternate definitions that come to mind when you speak to patients. Enjoy!! You Say: They Think: ************************************************************************************* Artery The study of fine arts Barium What happens when a patient dies Benign What you are after you are eight Dilate When someone dies at a very old age Medical Staff A doctor's cane Protein Those in favor of young people Tumor Varicose Veins Another pair Veins that are very close together ************************************************************************************* ************************************************************************************* The Leading Edge August 2004 |