Candidate: Berit Black
Related Goal: Berit B: Break the stigma of the "us vs them" mindset between first year guards and returning guards by making a more inclusive/collaborative environment.
Guide to creating consistent and valuable EOM nominations
I have created a guide with expectations to make EOM more valuable and consistent. The ultimate goal is to create a more supportive work environment where it is important to value shouting staff members out when they do well.
Explain to leadership members that provided specific details why this person was nominated is very important in the voting process.
brainstormed task:
Previously, leadership members have done shoutouts at the end of our weekly in-service; hearing from a member of leadership can be very beneficial for our employees, which is why I believe bringing this back can be very helpful. I want these shoutouts to be people who have not only stood out to them at the in-service, but more specifically, throughout the week.
With this, I believe creating a form where our staff can shout out a coworker if they see them stand out and do something well can also be very beneficial. Hearing from a colleague can improve the confidence of that employee and overall make them a better staff member.
This can be about scanning, rotating, VAT drops, whistles, cleaning, etc. This should be something to make our employees proud to work at the pools!
I have provided the link below: https://forms.office.com/Pages/ResponsePage.aspx?id=b35GRCxGok6CP3gA3lQ043Q8vZ5nQpxLoGtQox3w1bFUN0NIT1BQVFVKRFZQUFRFVDlLUExHUUFENC4u
Related Meetings:
Berit: May 5 Meeting
First, I realized that there is a stigma between first-year guards and returning guards, and that this needs to be changed. First-year guards shouldn’t be intimidated by guards who have previously worked at the pools. This sparked ideas to make less of a separation between different year guards.
After I brainstormed task ideas, I decided that my first task would be making an FAQ for the first-year guards. This could be available at all times in group-me or on Humanity, specifically a training section.
I interviewed first-year guards in person and on group me, asking them to provide me with questions they have about many different topics revolving around working as a lifeguard at DPD.
Then, I took these questions and created an FAQ that is separated into 8 different sections. These include scanning, rotations, cleaning, vat drops, equipment, whistles, general, and mentorship.
Here is the final FAQ for first-year guards that I created.
Action items:
- I will send Jeff an email to hopefully place this FAQ for first-year guards in the Walkthrough training and Lifeguard training section on Humanity.
- I am going to brainstorm ideas for task 2, maybe discuss the idea of bringing pool families back into place, and participate in mini games with this family to bond. These families would hopefully include a leadership member, a returning guard, and two first-year guards.
- I am going to meet with Chloe next week in person when we are both available.
Berit B – May 20 Meeting
Implementing manager shoutouts at the end of Friday In-Service’s and creating a form where colleagues will shout each other out, and leave a positive note in hopes to increase the confidence of our staff.
Previously, leadership members have done shoutouts at the end of our weekly in-service; hearing from a member of leadership can be very beneficial for our employees, which is why I believe bringing this back can be very helpful. I want these shoutouts to be people who have not only stood out to them at the in-service, but more specifically, throughout the week.
With this, I believe creating a form where our staff can shout out a coworker if they see them stand out and do something well can also be very beneficial. Hearing from a colleague can improve the confidence of that employee and overall make them a better staff member.
This can be about scanning, rotating, VAT drops, whistles, cleaning, etc. This should be something to make our employees proud to work at the pools!
I have provided the link below: https://forms.office.com/Pages/ResponsePage.aspx?id=b35GRCxGok6CP3gA3lQ043Q8vZ5nQpxLoGtQox3w1bFUN0NIT1BQVFVKRFZQUFRFVDlLUExHUUFENC4u
Action items:
- Email Jeff form to implement
- Post on bulletin boards
- Announce at in-service that this is a thing and has started
- Explain the process to everyone
- Explain goal
Berit – Meeting May 29
Managers:
Leila:
Hope: I spoke to Hope on May 28th and described how the new process involves one nomination each month and the importance of details.
Elena: I spoke to Elena on May 29th and explained that it is essential to provide details and justify why they deserve this nomination. I also addressed that each leadership member needs to nominate one person a month.
Samuel:
Katelyn:
Liam:
Maddie:
CC:
Headguards:
Brady:
Joe:
Autumn:
Jacob:
Chloe:
Action items:
complete all conversations
Berit – Meeting June 5
I created the message I’m going to send to leadership to introduce the “new” EOM nomination system. It’s not a whole new system, but instead new and improved expectations.
This is the message that I am going to send into Main Leadership Chat, “Hi everyone! For my mentorship project, I am reshaping the value and consistency of Employee of the Month Nominations because I believe that Employee of the Month is a great concept that can help build confidence in our employees. With that being said, I ask that every leadership member nominate one staff member every month. This includes Managers, Head Guards, LC’s, and Concession Managers. I will be sending out weekly reminders. I want to emphasize the importance of providing details in these nominations, this can also be very beneficial and will help with voting process. If you have already nominated someone for that month, disregard the weekly reminders but I will be checking the EOM form at the end of every month so if you haven’t nominated anyone I will message you! Thank you in advance for your participation!!”
I would like to send this message out today (6/5)
Action items:
- Following this “meeting”, send out this message to the leadership group chat
- Weekly reminders to the leadership group chat
Task Completed: Yes
Blank indicates not completed.
Task Evaluation:
- created step by step guide
- emailed Jeff this step by step guide including more details
- reviewed during meeting