Employee had notice of possible consequences of their actions
The rule is reasonable and there is proof of the problem
There was proper and fair investigation into the problem and the employee was treated equitably during the process
Other employees have been treated equitably for similar problems;
The disciplinary action was fair and reasonable
Supervisory responsibility was assumed for setting standards, and the issue was not attributed solely to the testimony of co-workers
What’s Recommended? Things a Supervisor should do to help develop their employee’s future career.
Once your new employee has settled into their new position, this phase will help prepare the employee for long-term success with the University of Michigan. The following areas should be covered in your regular meetings:
Individual Development Plans
Cross-departmental contacts and ongoing relationships
Project Updates, Goals, Training and Development
Build in celebrations and recognition for the work that employees are doing.
Celebrate the completion of the six-month probationary period.
Make time to celebrate the big stuff & the little stuff – holidays, graduation from school, birthdays, a child’s first day of school, anniversaries, buying a house, weddings, baby showers, etc.
Find out more about your employees by learning about their preferences in recognition.
Make You’re Super awards something special in your department by making a big deal of giving them out and getting everyone excited!
Commemorate National Healthcare Observances and Recognition Days when they are applicable to your department’s work.
Use creative methods to recognize your employees, such as:
Set aside time to talk over lunch with an employee – one on one.
Give employee the honor of representing the department at a conference or seminar.
Subscribe an employee to their favorite business magazine and encourage their development.
Order up pizza for a team that has reached a particular goal.
Help an employee with an introduction to someone who can mentor them.
Succession/Development Planning – plan ahead to provide opportunities for your employees to attend seminars and workshops that can help them grow. Training and development help to encourage an employee to grow in their career.
Leadership Training
Foundations for Successful Leadership
Masters Series
Leadership Brown Bag Lunches (Seminars)
Human Resource Development (HRD) Courses
Career Advancement
Communication & Listening
Conflict Management & Negotiation
Customer Service
Leadership Development
Performance Management
Presentation Skills
Process & Organizational Management
Project & Task Management
Reading & Written Communication
Self-Development
Supervision
Team Development & Dynamics
Time Management
Competency Training Tracks
Continuous Re-Recruitment
Re-recruit current employees. Engage employees through strategies that incorporate a centrally-supported retention program, promote work/life balance, foster meaningful work, and make career development an institutional goal.
Design and implement a multifaceted mentoring process to develop managers, supervisors, employees and students.
Invest in Leadership Development. Provide leadership development opportunities, training and resources to all managers and supervisors to enhance their leadership competencies.
Expand the potential applicant pool. Develop varied ways to reach individuals in schools, colleges, universities and community groups to enhance awareness of career opportunities in healthcare.
Coordinate recruitment efforts. Develop a coordinated recruitment program that is seamless and professional to our customers and potential employees.
Become widely recognized as a great place to work. Enhance awareness of UMHS in the community and in the labor market as a great place to work.
