Join OHIMA's Leadership Series Book Club! The event takes place via Zoom on April 25, 2024 at 4:30 PM EST.
 
The book we will be discussing is Joe Mull's, Employalty: How to Ignite Commitment and Keep Top Talent in the New Age of Work.

This is a free event and is for MEMBERS ONLY.

REGISTER HERE!

Below are some discussion questions to consider as you read the book and prepare to discuss it at the meeting.

Do you agree with the Venn diagram “Employalty Scorecard”? Or are there other factors that should be included as important? Were there any that are included that you don’t feel are as important as the author suggests?
 
Which areas of the “Employalty Scorecard” are you in a position currently to influence? How are you using your “sphere of influence” to create a better employee experience?
 
Is a four day 32 hour work week at the same annual pay as the current five day 40 hour work week feasible for your organization? What would be the hardest challenge to overcome in order to implement that change? How would this impact your employees who rotate being “on call”?
 
As the author mentions, mid level management isn’t normally given free reign to provide paid incentives such as an owner or CEO could. One of the most powerful points in the book to me is “stop recognizing people just for showing up. Instead spotlight how they show up.” What does your organization do in this regard? Peer led recognition? What are non-monetary ways that you show your staff that they are valued? Or department budget friendly ways to do this? Do you participate in or organize HIP Week annually? Anonymous recognition? Supervisor directed recognition? Customer satisfaction survey results shared? What makes the recognition you give and/or receive motivating? How can we foster a team that feels comfortable recognizing peers for accomplishments and strengths rather than competing?

How do you handle toxic behavior on a team?
 
Do you see letting staff self police their departments without being involved in every decision or micromanaging as a positive? Is there a risk of the team “ganging up” on someone they don’t like in this scenario?
 
How do you feel about initiating Stay Interviews, rather than waiting until an employee leaves to do an exit interview? Do you do this already? Do you find exit interviews helpful?
 
Does your organization have a DEI (Diversity Equity & Inclusion) /B (Belonging) committee? Or an Employee Resource Group(s)?
 
Realistically, would you call your organization a destination workplace?
 
Does your organization provide leadership training and /or ongoing education to anyone in leadership positions? Does it provide paid time for this or for role specific continuing education?
 
Have you used the #BeTheUpgrade tagging @joemull77 on social media? Have you downloaded the free digital toolkit at employaltybook.com?

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