Been a while

 When you decide to put it to paper, a link, shared on social
That is when you decide social, and you forget emotional

Why do you not pick up the phone, talk to the person
Changes tone, every time the 7 digits creates different version

Make a connection reflect intonation
Find a playlist 80 plus 1

OK. "breathe" I am here.

"Retention" Welcome... What is next... The first few steps

I am going to hopefully write a few posts about retention. This one will start with step 1 to about that point you set them "free" to be on their own.  

This is intended primarily for teaching and staff that work directly with students, but could be applied to anyone that works in a school system setting. 

There is always a lot of talk around retention of teaching and educational staff.  There are many nuances to this conversation. We are in a time of a very serious teacher shortage problem.  There are the ideas around the school building and how welcoming, friendly, and supportive they are. There are ideas on how to better the individual through observation and feedback to feed their professional hunger. There are the ideas around giving them autonomy, freedom, sense of purpose.  There are ideas on how to support with physical things, to show an idea of support.  There are the ideas that if you pay them more, they will stay longer.  There are many more, please feel free to pause here and come up with three or four.

I believe that all of these are important, to each their own in which is most important.  

I also believe that each organization is slightly different and the process in which they ensure a positive experience for their staff should cater to already established norms and procedures.  I am just writing to suggest some things that every organization should think about in creating this culture.  

I am going to try and stay away from catch phrases like "Culture of Retention" or "The True HR Experience" in writing this short essay.  I think labeling too many things is not creating common language. These are different concepts that maybe I will explain my thoughts in a later post. 

Here are some things that I believe should be considered in each organizations attempt at retaining staff.  Keep in mind there are some things you can not control; 

• Distance from home to work
• Personal drive to advance in career for advancement or change in profession 
• Change in family dynamics or situation with loved ones
• Retirement

I am going to list and very briefly summarize what I would consider if I were to start a perfect school district situation without limitation, understanding full well this is an exercise in brainstorming and nothing more.

Here is my checklist:

1. Consider what your forward facing application process looks and feels like. You will obviously need the necessary certifications, references, and other safeguards.  Putting those all aside, do we ask potential staff what their hopes and dreams are in acquiring this position.  "How do you hope to grow as a part of this organization?"  I am not suggesting adding more work without taking something away. What is then a part of the application process that is maybe not needed?  For example: Maybe we switch from Letter of Interest, to What are your hopes and dreams?  It puts the emphasis back on the interest of the employee and less on how do you think you can fit in.  Make sure to review these answers as they should then be used in the interview process.
2. Collect, evaluate, invite for conversation.  If and when possible conduct interviews with authentic teams that will be working with individuals being hired.  If and when possible conduct these in the physical space, if there is one, of that person's potential hiring.  Start with a conversation about their hopes and dreams before asking the more specific questions.  If you can do this while walking around a building as an interview team, you will not only make potential employees more comfortable, but you can conduct a tour as well. You should have the mindset that you are selling the organization as much as they are selling themselves to you.
3. Always ask the question in an interview. "How has your identity as you define it affected previous work and life experiences?"  Be very mindful of this response as it will give you insight into Maslove's highest hierarchy of need - Self Awareness and Actualization. 
4. Be clear on next steps and time frame.  No one wants to start a new job wondering what/when is going to happen next?
5. When a decision is made and candidate is selected reach out personally to answer any questions.  Make sure to walk them through and be clear about any requirements to ensure a smooth transition. Those that are in charge of this step should have a basic understanding of HR procedures, payment schedules, technology needs, and placement specific information. For example; (This position will require travel 2 days a week or you will work in building A, but your supervisor is actually in building B)
6. Make sure to have a direct line from HR to all those other departments that will need to be involved early. For example technology for accounts, devices, etc. Facilities for access, codes, etc. Buildings for introductions, materials, etc.
7. Once all the paperwork is done and T's are crossed, set up a schedule for introduction.  This can be from a few hours to a few days depending on need and resources.
8. I would then consider the next phase, part 2.
9. In part 2 make sure to take the few seconds to introduce the new staff member to all the staff.  This should be the same from the most coveted person to the staff member that may hardly be seen by the mass of school employees.  Make this a part of the culture.  Find that spot in the building where you are able to stand together and meet for "5 minutes" to welcome a new person. Encourage handshakes, high fives, or however you want to personalize.
10. Show new people their "space" and where to get "things"
11. Introduce them more personally to those individuals they may need to go to with questions or requests.
12. Give them a moment to breath. Ask them to write down 3 questions they have at this point.  Put an emphasis on making this somewhat of a requirement. I have found when you promote a culture of questioning, you are able to cover blind spots you may have as a leader as people feel empowered. 
13. When possible schedule a day or 2 to have them "shadow" another person that does similar work, even if it is not in the same physical space. 
14. Have a system where a team or particular individuals are responsible for checking in on them and they are the trusted friends with all the "stupid questions".  I would name it.
15. Deliver to the new person a checklist of things you would like them to accomplish.  These would be reminders, not requirements.  For example;
• Introduce yourself to at least 3 different staff members each day your first 5 days.
• Learn the names of all the people you work directly with, especially any students.
• Unpack and make your space personal if you choose.
• Take a moment to walk around the entire physical space at least 3 times in the first 5 days.
• Take a selfie outside the building and post it to social media.
• etc. etc. etc.
16. At this point, hopefully the new employee understands their role and their job responsibilities.  These things should come up with all the conversation if they are not already assumed.

If this is a teaching staff in particular, make sure you understand their ideas around classroom management and what is their plan the first few days.  Be very specific if your building has a system or set of rules that are non-negotiable.  This is something I can not list as it would be dependent on established culture.

I think if you follow these 16 steps you will ensure that all new stakeholders will get up to "day 1 live" with as little anxiety as possible.  The better first impression you can portray, the more like they will show up for "day 1 live" with confidence and a willingness to stay and be retained. 

Compliance

So compliance sucks, we all agree
Some of us let it drive our need

Compliance sucks, it is necessary for the bottom third
I never needed to be checked to do my job, keep my word

Compliance sucks, It is a shield for many that need a fence
Expand beyond, think what if, your job is not defense

"Our Kids" don't need compliance educators
I have never been one, I was a stakeholder perpetuator

I am in a space to expand that emotion, thanks to leadership
No call outs, but they know, I ask, they say prove it 
Proving answering to what is legit

So to those that don't, those that are focused
On the BS that is your so called we are not a joke

Those, I changed my twitter to get away and gave up
Actions to those that read, need to know that's enough

It was only to explain that we are not tied into bullshit
You can't jot recreate who you are if you are not the Sh#$&!t

I just want to make sure those that don't interact with me know
I hope they had a slow day, may I speak to them in the spring though 

I would challenge anyone to ask my local
Always the focal, Community focus, put me in a fishbowl

The Change is coming...

So in order to create change
You don't need to be A Type or strange stranger

You just need an idea, a vendor, a leader
Push the narrative, be declarative, look in the mirror

To the point, propose, manage emotion
There is sure to be commotion

Find a song on 92 BPM, and write it out
No final copy, no Eminem, just you about it

Get a product, you believe in
Sell your staff, all in

Model it out, put together a brochure
A wedding invite weekly, you're mature

Nature says, humans want to connect
Me a dad, of 3, demons, respect

This is a bar, short and sweet
My overall message it 

Reach out to them families, you all are killin it
Thanks Christina Admin, the best on the planet!

Almost... Almost...

Almost... Almost... 1 year in
I don't know where to begin

Last line was predictably anticipated
1,2,3, would be 4, never be accepted

I want to bring a new thought a feel
Bringing, no, now brought, the real

Not perfect, 11 months in this game
But obstacles, gallery of peanuts same

I sit to write to reflect
To turn a page
To do only for me
I share only to keep honest
I promise, my intent is a promise
All "our kids" won't be missed

I in my year have grown
I have known so many
I have been around this town
I looked at old pics and miss my granny

Process over delivery, Thoughts over action
I am an enabler, every day, so constant reflection

Trust those that produce, question those that post
Most want to boast, question the non complainer

The everything is good, I need to be a leftover diner
As a leader divide and figure the path to motivate

One year in almost
You just met my take

Now I sit to put toast
To bake

 So there is no debate, which is my hot take

You are a doer or a talker, or side line stalker

Let me define a doer and mover a line stepper

Someone that goes to see the problem, solve'em

Go deeper to develop a relationship, a white flag stake

I come in peace, but I need to know, to help you grow

Then develop, manipulate, collaborate, agree to next step

Initiate next impression

Throughout this conversation

I listened to Method Man

Back to the point, the working joint

Just do, even if you your new

People recognize doing, leading is doing

As a leader understand the power of a decision

Not precision, just dedication to your declaration

People need leaders, they need a light, and not fake

Make their lives slightly easier through you being busier

That is all Meth is overish

I got no mo Dougie Fresh

Where I am at

 So now I know where I am at

What is history filled with got that

You thought you filled a clip full

Found out you just took a pill

Completely fulfilled in what 

Did, Next up to bat

For what is it, don't 

Because I don't understand won't

My drive is day in and day out

Coming at you with the power

The most explosive I know about

To bring best to new state

Not Delaware but a system

That gets it beyond concentration

On the Micro, no support no no

I am good, thanks bro bro

This is the break up song

So loss is yours, because I am gone.