By definition, the campus of the Health Sciences Centre is a city unto itself, with nearly 15,000 people working, visiting or staying there as a patient on any given day. That makes chief operating officer Adam Topp the “mayor” of Manitoba’s largest hospital.
“I work for the 7,000 people who work here,” says Topp, who is also COO of Grace Hospital and oversees regional programs such as diagnostic imaging, child health, clinical engineering, respiratory therapy and transport for the Winnipeg Regional Health Authority.
Last column covered the use of recognition as a strategic advantage to assist in the attraction, retention, engagement and motivation of an organization’s workforce. Today, we will look at how to turn that knowledge into an actionable plan.
Strategic recognition ties sincere appreciation to an organization’s other people management practices (such as recruitment or performance management) and ensures programs are aligned with the organization’s shared values and objectives. Recognizing behaviours that align with the company’s values helps reinforce those values, fostering greater trust and cohesiveness.
The following steps can help you develop a solid recognition strategy: