Working in the social services industry can be incredibly rewarding, but it can also be extremely challenging. Folks in this field often struggle to maintain strong mental and emotional resilience while also providing caring support to those who need it most.
Burnout is a real issue, so it is especially important for leaders in our industry to take steps to ensure their teams stay passionate, keep a positive outlook, and ultimately find satisfaction and joy in their work.
Here are eight strategies I use to improve workplace morale and help ensure that my teams remain motivated, productive, and engaged.
At one time or another, most supervisors have seen their staff get overwhelmed. Sometimes this happens because a staff member is unsure what to do or how to respond when things go wrong. Untrained or undertrained employees get overwhelmed more easily. And that can really drive morale down.
Conversely, dynamic, entertaining and interactive job training allows the employee time to absorb the information more deeply so it becomes intuitive. When employees are trained thoroughly, they are eager to enter the workplace, ready to take on new challenges. There is a rhythm to good training: present the fact or policy, tell a story to drive the need for the policy or fact home (good to pair with something that triggers an emotional response), add a bit of humor, then enlist the attendees in a reframe or practice skill.
Well-trained, confident workers have what they need to immediately contribute, quickly integrate into the workforce, and be effective. Ensuring new employees are helpful and knowledgeable is one of the best ways to support positive workplace morale. Colleagues welcome well-trained additions to the team because they know they can start contributing immediately.
On the other hand, agencies with poor training programs throw new hires into high-stress situations right away. Seasoned staff know that newcomers are set up to fail. And when co-workers expect the new person to fail, it increases the likelihood of mistakes. That’s why insufficient training lowers morale. Experienced employees must work harder to fix the newcomers’ errors, making the new person feel incompetent and a burden to the existing staff.
Leaders are the most influential voices in any organization. Their actions can have a powerful impact on the attitudes and behaviors of every employee. That’s why leaders must embody the actions and attitudes they expect from their staff.
Like it or not, your employees watch your examples to learn the corporate culture, find acceptable ways to deal with conflicts, treat co-workers, interact with clients, handle failure, and determine job satisfaction.
Your actions and words will be echoed by your employees. If you spot destructive or demoralizing behavior, check yourself to make sure it does not reflect your own management style. Be sure not to give a pass to demoralizing behavior you see – if you don’t make an effort to address it, you send a message to your team about your values. You must be the model of good behavior, and your staff will follow.
Mistakes are the worse. We think they make us look weak. But the truth is that no one is perfect, and every single person makes mistakes. In some companies, leaders do everything they can to cover up mistakes, blame it on someone else, or pretend it never happened. And I never want to work at those places.
If leadership acts human, it gives the staff permission to be human. Morale is much higher in places that don’t demand perfection at any cost. In our workplace, we know that mistakes happen and work hard to correct them. No matter the number of employees you have, you are running a business with humans. Humans have lives outside of work and that life impacts work performance. A personal health issue one is facing, the dissolution of a marriage, sick child, death of a parent, on and on – we don’t know what challenges our employees face outside of work, but we can be sure the influence is present.
As the leader openly admitting missteps, you are telling your team that accidents aren’t the end of the world. Sharing executive fumbles also helps squash the “gotcha” culture prevalent in any industry. Admitting blunders and fixing them shows your team what to do when mistakes happen. They’ll know they are expected to own errors and fix them. And morale is always higher when employees understand that one slip-up will not brand them for life. In my perspective, any mistake is an opportunity to teach others how not to replicate that same error. I chalk it up to more good stories to add to a training session.
Smiles are contagious in the best way. I take my job very, very seriously, but that doesn’t mean I don’t try to have fun at my job. I laugh every day. And so does my co-founder and all of my leadership team.
We smile a lot at CIS. Our DSPs smile, and we want to see our clients smile. In fact, smiles are a core part of our corporate culture. However, happiness and joy don’t just happen, so we start by creating confidence and trust.
I know there are absolutely days when smiling and happiness are impossible, but those are exceptions, not the rule. Shoot for 90% happiness, and your workplace morale will skyrocket.
If you happen to work in the healthcare field you are likely still wearing a mask most of the day. Even though your actual smile cannot be seen, your smile emanates from your eyes and the energy of a smile through the rest of your body. So, keep smiling – even if your pearly whites cannot be seen.
Transparency in staff performance, expectations, and business performance builds trust, helps people feel safe, and improves morale. Whether you tell them or not, many employees will know that regulations have changed, economies have shifted, and businesses must evolve.
Instead of keeping them guessing, share your business goals, challenges, and successes. Transparency not only reduces gossip and guessing but also flatters employees by letting them know you trust them with the whole picture.
What is one of the first things we are taught as children? How to say, “Please and Thank you.” Some leaders are worried that if they praise too easily, employees will start to expect it. But those leaders are missing the point. Employees thrive in work environments where they feel appreciated and valued and receive praise for big and small wins, just like big and small mistakes are noted. When people do what’s expected of them, thank them. When they exceed expectations, praise them with a big wo-hoo! When they make a mistake and fix it, acknowledge their efforts, thank them, and give a congratulations.
People feel better about themselves and their jobs when they feel respected. So don’t hold back.
I’m in social work for a reason, and I’ll bet you are too. I do this to make the earth better than when I got here, and I try to surround myself with people who want to do the same. That’s why I never hesitate to remind employees that we are doing soul-building work that requires much and gives much back. I want everyone in our company to embrace that!
Talking about the value of your social mission is one of the best ways to keep your staff motivated. Remind them of the good they do and the importance of their work.
We’ve all got smartphones that enable us to reach employees at any time of the day or night. But that doesn’t mean we should do it. Overworked employees soon become overwhelmed and burned out. That cycle can accelerate in social work because staff must put so much emotional energy into their work.
To keep morale high, create clear boundaries and don’t cross them. Encourage employees to unplug when they leave work. Avoid sending after-hour emails. Allow your team to get into a downtime routine and avoid changing schedules or disrupting that routine. Be as generous as you can with time off, and for goodness’ sake, don’t contact employees during their vacation. And if by accident, you do – apologize!
Keeping morale high feels like a nice thing to do, but it’s also good for business. Agencies with good morale are more productive and more cooperative. They’re able to deal with crises more effectively. As a result, employee retention is higher, and turnover is lower. So, think about how you can increase morale in your workplace. It isn’t always easy, but it’s always rewarding.
]]>I’m not suggesting you ask others to smile, and I don’t want you to constantly mask your feelings. Instead, I’m encouraging business leaders to put their best selves forward. Don’t hide smiles. Try being kind and fostering happiness. Choose to show your humanity and warmth in the workplace. If leaders can smile more at work, it may just help your business.
When people smile, it triggers the production of stress-reducing endorphins. Endorphins are hormones that reduce anxiety, boost self-image, and can even relieve pain.Smiles also reduce stress-producing hormones like adrenaline. That means smiling elevates mood and reduces erratic behavior. Sounds good, right?
So, when you smile, you can actually improve your mental health a little bit. But did you know that facial expressions are contagious? When you smile, it also impacts the frame of mind of the people around you. That’s why I make an effort to enter my building each morning with a smile. I know that my staff is going to take cues from me. If I’m smiling and enthusiastic, they tend to follow my example.
In fact, anyone who enters a room with a smile and optimistic energy can lift the spirits of the people around them. So in the workspace, this means employees can be more relaxed, less stressed, and set in a positive – thus productive, mindset.
Is it weird that I’m telling people to be friendly? I mean, kindness is what we teach our kids at home and school, so it seems like it should be built into us. It’s a fundamental part of being a good human. But sadly, many workplaces discourage friendliness. They think it gets in the way of productivity. How many of you have heard managers say things like “Less chit-chat” or “Talk on your own time.” Maybe they’ve said, “You’re not here to make friends.”
These managers think they’re boosting productivity, but in my experience, friendliness (and making friends at work) is a productivity booster. The office runs better when coworkers are kind to each other, greet one another with a “good morning” or “hello,” and exchange pleasantries. People relax. Fewer mistakes happen. Cooperation skyrockets.
So here it comes: friendliness starts at the top. Friendly supervisors have friendly employees. Their staff gets along with each other. Morale is higher. Turnover is lower. Workers are more likely to be loyal and engage from a place of compassion. And that’s all good for business.
We all have bad days, but that doesn’t mean we have to have negative outlooks. In fact, one of the interview questions we ask manager candidates is designed to determine how we can best support them if they are having a bad day (again, because we all have them). We know that if someone feels alone in their funk, they have a tendency to stay in that feeling longer. Our goal isn’t to force someone to feel better but to instead give the individual the type of support they need so they don’t feel unseen, unsupported, or alone. From this springboard, the individual’s spirits begin to lift simply by the support they experience from their supervisors.
Building in intentional optimism, in how we interact with one another as a team and how we interact with our clients and customers, is how we consciously tell ourselves to focus on hope. That’s a valuable business asset. After all, what’s the use of having a business if you don’t believe that you are doing good work and that it will eventually produce positive results? While optimism motivates, pessimism chips away at confidence and generally destroys morale. So, I vote for optimism and positivity! How about you?
As a person who works in social services, I know that when an offer of help is met with resistance, it isn’t personal. It’s not about me or what I did. In social work, we recognize that clients come to us with complicated histories that can trigger irrational responses. So, when a client lashes out, I remind myself that I just happen to be the person standing in front of them at that moment. Maybe they got word that their parent won’t be able to visit them tomorrow, or they just got laid off from work, or maybe they just don’t feel well. The “what” isn’t necessarily the thing one needs to focus on. Instead, it’s important to focus on our ability to deflect the resistance which is directed at us in that moment.
That same ability can extend beyond my field. There have certainly been many businesspeople that have gone into a meeting happy and optimistic and come out demoralized, unsure of what went wrong. Usually, disproportionate responses in a business setting mean you’re getting the fallout from other arguments or unrelated struggles. They are “taking it out on you.”
It’s easy to let that kind of behavior demoralize you (you don’t deserve it!) But if you experience unexpected or undeserved rudeness, I challenge you to remember that everyone is fighting a hard battle. Instead of feeling hurt or angry, remember that you just happened to be the person standing in front of them at that moment. Instead of taking it personally, think for a moment about what could be making your client, coworker, or customer act in a hurtful way. Then remind yourself that it is not about you. Get re-centered and smile. You know you.
Okay, science tells us that smiles boost moods and that positivity is contagious. So, if you’re still a doubter, do your own experiment. Next time you walk into a room that feels filled with nervous or negative energy, stop. Take a moment and refocus your mindset to be cheerful and pleasant. Greet everyone with a smile on your face.
Did their energy change? Did they sit up straighter, lean forward, or smile back? I bet most of them did. And if there were negative holdouts, you’ll get them next time. After all, when you repeat positive behaviors, more and more people model it each time.
So, focus on the good you do – remind yourself of the good around you, start smiling, and smile often. Not only does it help people around you feel better, but it can also increase productivity and decrease turnover in the long run. And who doesn’t want to smile about that?
]]>In human services, Direct Support Professionals, or DSPs, are a big part of making a positive difference. They’re front-line team members who make our clients smile, progress, and thrive.
While the job can be challenging, it can also be truly rewarding. When DSPs put their heart into their job, the returns are amazing.
My company, Community Integrated Services (CIS), offers community care for people with developmental disabilities and a history of challenging behavior. These folks are our clients.
DSPs, or Direct Support Professionals, work directly with our clients, helping them learn to take care of themselves and their homes, working to manage behavioral issues, helping them shop, and in many cases, even supporting them with a job.
While it may sound low-key, before anyone can work with people with developmental disabilities, our DSPs undergo on-the-job training. In addition, DSPs are held to a high, nationally validated Code of Ethics and a set of Core Competencies.
In this employment market, many people can find a range of openings with relatively good starting pay. Running a cash register, working in a warehouse, or driving an Uber are relatively easy jobs. But for many people, those situations also become dull or boring. Easy, low-stress positions sound attractive to some, but these occupations work against human nature. Humans need challenges. We find the most satisfaction when we tackle jobs that clearly matter.
DSPs are working to help people who society often ignores. Our teams find joy in addressing complex situations and in helping the “less fortunate” among us – those that others won’t.
Experiencing challenging situations helps our team members to be genuinely grateful for our individual blessings. I often say that many of us come into the world with precious advantages: intelligence, basic education, a reliable family, friends, and reasonable health.
It can become easy to forget how lucky we are to have these things. But when DSPs work with our clients, it’s hard to ignore the fact that having seemingly small advantages can make significant differences. Many clients come to us with a history of abuse, incarceration, homelessness, or other challenging circumstances that may contribute to behavioral issues. They may also have physical and psychiatric conditions that require medication, monitoring, and professional medical attention.
DSPs are more than personal caregivers. They don’t do things for the clients. Instead, DSPs help clients learn how to do things for themselves. In a way, they are coaches. For example, DSPs don’t shop for clients but may take clients to a store and coach them during the shopping process. They don’t make food for clients, but they may teach them how to operate a microwave, fry an egg, or prepare pasta. The idea is to help an individual be as independent as possible. We may have someone that is non-verbal and considered significantly delayed, but we can still help them learn to sort the dark clothes from the light clothes, how to scoop the laundry soap into the washer dispenser, and to press the button to start the washer. Even the completion of the seemingly minutest chore can become a huge boost to someone’s sense of self. And, of course, we celebrate such moments with the individual. A “woo-hoo” here and there can brighten anyone’s day.
All community care at CIS is based on individual instruction and support plans (IISP) and positive behavior support plans (PBSP). Care specialists create these plans for each client. DSPs follow these plans closely to meet clients’ emotional, practical, and medical needs.
These plans are used as a life planning process. They’re designed to enable people with developmental disabilities to live their best life. DSPs play a pivotal role in these plans, and that can be immensely rewarding.
Finding joy in work is vital. But it’s even better if a rewarding job is a stepping stone to a meaningful career. Becoming a Direct Support Professional is a great way to begin a career in human services, community care, and related fields.
At CIS, we offer fully paid DSP training and even cover certain certification costs (NAR if working with a delegated client). We also offer very competitive starting wages. Candidates do not need to have prior experience. Full-time employees receive generous benefits, and we often promote from within. So, at CIS, DSPs are often surrounded by managers and support teams who also started as DSPs within these very walls.
If a job as a DSP sounds appealing to you, I strongly encourage you to apply at CIS for positions in South King County and Spokane. We keep job listings current on career page. We’re hiring at both locations and would love to meet you!
]]>If you’re one of the people connected to me on LinkedIn, you may remember that my invitation to join often says, “together we can change the world.” Most of you seem to get it, and I love that.
After all, changing the world is what we social workers (does it matter that I am not a social worker – I am a Counselor doing social work??) do. Most of us entered the field to be part of the solution. While the definition of “the solution” differs from person to person, most people want to help others in the most effective ways possible.
Unfortunately, as we work on our mission of changing the world for the better, we all encounter barriers. Sometimes those barriers can be navigated, but often they present a frustrating roadblock that stops our progress. And frequently, public policy is the barrier.
It’s crazy to think that public policy, theoretically designed to help people, can actually be the thing that prevents us from doing what needs to be done. But if you’re in the social work world, you’ve been there. So, what can we do? How can we actually change the world together?
I’m a big fan of voting. There are all sorts of reasons voting makes a difference; representing marginalized people, amplifying your voice, supporting the best candidate, and being counted. But even if your candidate doesn’t win, there are many effective strategies you can use to keep fighting for change.
Even if your preferred candidate did not win the election, you still have an array of options to help you ensure your voice is heard.
The first step is to stay informed on bills in consideration and send comments on how you want your representative to vote. While one email may not change a vote, a sea of emails will soften a legislator’s resolve.
Both the U.S. Senate and House of Representatives maintain websites with a list of bills under consideration. Each state has similar websites. In Washington State, websites also feature functions that allow citizens to comment on the legislation. This same website instructs Washingtonians on how to participate in virtual committee hearings and submit written testimony. This written testimony becomes part of the archived legislative record. The website also supplies step-by-step directions for citizens who choose to have their position noted in the record.
Sometimes, it’s neither fast nor easy to read through legislation and figure out what, exactly, is at stake. You may find that much of the bill in consideration has little to do with your life or your concerns. That’s why some policy groups, such as The Women’s Congressional Policy Institute and The Brookings Institute, work hard to identify and highlight controversial legislation. The ACLU posts action notices about state and federal legislation relating to constitutional issues. In Washington State, groups such as the Community Action Partnership are good at tracking legislation related to social issues.
Each organization uses its own criteria to determine if legislation is important or controversial, so it makes sense to do your homework, find the groups that closely align with your concerns and passions, and work through them to stay informed on relevant state and national legislation.
Start by sharing your views with policymakers. Sending short, professional, and informative emails about challenges in your life and your profession are one way to get elected or appointed officials to pay attention.
If you see barriers to progress, even if you’re not sure of the solution, it helps to send messages to elected officials. If crime is high, funds are too low, or you see too many people suffering unjustly, send emails. It sounds simple, but when enough people talk about the problems in society, politicians pay attention.
It’s easy to drown out one voice. But it’s impossible to silence an ocean of dissent. That’s why it’s so important to find like-minded organizations. If you can’t find one that supports your cause of beliefs, create your own group.
Creating an organization doesn’t have to take up all your time or money. Instead, you can start small by creating petitions or organizing public events. Setting up small, manageable protests not only amplifies your voice but also attracts other like-minded people.
Happily, it’s easy to find great instructions and advice for activism online.
Here are a few of my favorite sites.
How to Organize a Protest – Amnesty International
How to Create a Petition – Working America
How to Create a Petition – The Constitution Center.Org
Listen, activism is not a “one-size-fits-all” proposition. Sometimes the scope of the world’s problems seems hopeless. But you don’t have to right every wrong. Just keep chipping away at the problems in the ways that make the most sense for you. Spend whatever time you can on political activism, even if it’s just a few minutes a week.
As people working in the social work field, we already do so much in our professional careers to help people. So we can feel a little tapped out at the end of the day. When you get that hopeless feeling, remember the wise words of Margaret Mead, “Never doubt that a small group of thoughtful, committed citizens can change the world; indeed, it’s the only thing that ever has.“
]]>Because of a decades-long shortage of direct support professionals (DSPs), it has always been necessary to hire and thoroughly train people without prior experience. So our motto became “If we can’t recruit fully qualified and experienced staff, we will create our own workforce.” This meant a lot of training was required, and we were happy to take on the challenge.
Building a workforce from the bottom up is serious and time-consuming yet rewarding beyond measure. So, to keep people engaged and excited about an unfamiliar role, or a new job, we work hard to make our training sessions fun and day-to-day interactions filled with positivity. This doesn’t mean it’s all comedy night at work (although there is a little of that), but we try to keep it enjoyable and engaging. We want people to look forward to the next day, not dread it. And here’s how we do that.
I get it, Not everyone is a fan of the word “milieu.” But it’s the perfect word for all the things that make up the social environment. At CIS, we want our people to like working here and feel comfortable. We want them to have friends at work.
This isn’t just an afterthought or a “nice to have.” It’s essential. Studies show that people with friends at work are less likely to be unhappy and quit. Did you read that? People with friends at work are less likely to be unhappy and quit! In a time when there is a steady stream of articles about quiet quitting and mass resignations, the milieu is something to pay attention to.
We at CIS make planned social interactions a core part of the CIS program. For example, maybe we’ll recognize all employees within the same month for their birthdays. This provides chances for people to learn more about the other employees. We hold individual site team staff meetings where attendees can be trained and eat (food is always a plus.) These get-togethers create space for introductions among co-workers, help facilitate social integration, and generally work to make all employees feel more comfortable and confident.
Some new hires come to us raring to go. Others need help getting motivated and excited about their new role. In both cases, employee motivation is key to staff satisfaction and retention. And motivation starts in the first training sessions.
After all, research has demonstrated a positive correlation between skillful training and motivated employees. When done right, training sessions go beyond instruction; they also inspire employees. Of course, employees must know what they need to do, but they must also understand why they need to do it.
Providing a deeper understanding of tasks and consequences is one way we motivate staff members. We assume they want to know everything about the company. So, we share our history, lore, and mission statement. We also spend time discussing CIS values and talking about the ways employees could express these values.
Our agency also sincerely places a high value on an employee’s job. For example, our DSPs affect both co-workers and clients. They play a significant role in our clients’ quality of life. We make sure they know just how much their job matters to CIS and our clients. We have a digital program that allows employees to recognize their peers. Each quarter the individual(s) are put into a random drawing for a monetary gift, and at least one of the peer compliments for the winner is posted in the company newsletter.
We can’t promise that everyone will get promoted, but we can promise that exceptional performance is one of the best ways to ensure professional advancement. We start talking about career opportunities in early training sessions. We create job roadmaps for new employees, even if they are entry-level hourly workers. Demonstrating our belief in their abilities is a great way to foster confidence and commitment. In training, I point out the names of managers and directors that started with CIS as DSPs and worked their way into the roles they hold now.
And this isn’t just my opinion. A Glassdoor study reported that employees without a clear path for advancement often leave to pursue the next stage of their careers. At CIS, we want our employees to look to us for promotions, not seek them elsewhere. In the same vein, if an internally promoted manager is finding that they miss working directly with the clients, we listen. Instead of forcing them to quit to join a peer agency (with that passion and knowledge to work as a DSP again,) we support their return to the role they miss here at CIS. It is a win-win any way we look at it.
Social work can be a challenging career, so I’m not afraid to congratulate often. Sometimes we celebrate with a high five, a round of applause, or an ice cream sundae. It’s vital for us to take time to celebrate achievements, however small. We all work so hard. Taking moments to express our gratitude for everyone’s contributions is key to ensuring employees feel valued and want to stay (despite the hard work).
New hires can be timid and unsure in training, so it’s even more important to provide recognition for successes in the early days. I call on people in my training to ensure everyone is participating. When someone answers a question correctly, I cheer, and the other trainees usually start cheering with me. Another victory for joy!
Did you know that when you smile, you tell your brain to produce more stress-reducing endorphins? And it tamps down stress-producing hormones like adrenaline. Smiling also reduces blood pressure.
Of course, mask wear challenges our ability to see smiles now. In any medical-type situation, everyone is still wearing masks. However, even behind a mask, I can tell you your smile works. It shows in your eyes and lifts the energy of those around you.
Like it or not, your facial expression is contagious. When I walk through the office, I want employees to mirror my enthusiasm and joy, so I smile (even with a mask on!) A lot. It makes me feel better and lifts the mood of the office, which makes all the employees happier. And when they’re happy and comfortable, they learn and work better, and with that combination, they are more likely to continue working for us
Win-win.
If you’ve read any of my past articles, you might wonder, “What is it with this girl and ice cream?”
I love it, it’s true! Through the years, I’ve found that bringing ice cream to work as a treat, a celebration, or a reward helps others and me feel happier somehow. Maybe it’s because it reminds us of our inner child and the joy we felt when eating it while growing up, Or maybe it is because it’s so darn delicious. Who knows?
But the occasional ice cream break is one of my favorite ways to get people to stop, smile, relax, and talk to the people around them. It’s the secret ingredient to helping people love where they are.
There is plenty of serious material to cover in the social work realm, as I am sure there is in any business. By adding fun, humor, smiles, compassion, and personal attention to employee and trainee interactions, CIS can teach serious lessons without demotivating employees. We’re a good team here at CIS, and it all starts with a few smiles.
]]>But that doesn’t mean that things don’t worry me. In fact, many days, the news overwhelms me. After all, I see the effects of global climate change all around me: floods in Texas, heatwaves in the Northwest, melting ice caps, and water shortages in California, just to name a few.
And I’ve been at the epicenter of the pandemic for the last thirty months. Even today, my teams at CIS are still dealing with ongoing COVID exposures and outbreaks. I see funerals for loved ones lost to COVID held months later. On a personal level, I wonder how to choose a suitable COVID vaccine for my child. Or not choose. We’ve all been in our own personal pandemic caves, and now we wonder how to navigate big family gatherings. Is it okay to get together, or are lives still at risk? The stress seems endless.
The list goes on and on. What about polio’s reemergence as fewer parents vaccinate their kids? How do we handle folks quitting jobs to chase big sign-on bonuses? What about the Ukrainian war and increased tension between the U.S. and Russia?
It’s easy to spiral. It’s challenging to stay calm and find an inner sense of peace. But there are many things you can do to find joy, promote cooperation, and rediscover your sense of purpose.
Experts agree that there are literally hundreds of ways to relieve stress. But not every strategy is suitable for every person. For example, going for a run is not an appropriate activity for people with mobility issues. Getting a dog isn’t possible for people who travel a lot or have allergies. So don’t worry if every idea isn’t right for you. Instead, find the activity or action that works with your life.
Start by making a list of ideas you believe could help you relieve stress, push the negative out of your body and get closer to a sense of stillness, maybe even joy. For example, one idea might be to find a way to laugh every day. You could watch a comedy on tv, find funny TikTok videos, or spend more time with people who make you laugh.
Some ideas may be achievable with a little extra determination. In these cases, creating small, manageable objectives might make sense to help you “baby step” your way to a larger goal. For example, if you want to walk a mile every day, but you’re not able to do that yet, start by slowly walking just five minutes a day. And then expand that into ten minutes. Over time increase your walking time to fifteen or twenty minutes. As you become more comfortable walking, you can also increase your speed slowly. It may take weeks or even months to walk a mile comfortably, but by creating a smaller set of goals and measuring progress, you can often reach your goals. You could do a five-minute workout (e.g., a few push-ups, sit-ups and jumping jacks) each day before bed or to start your day. Then over time, you might decide to join a gym or watch workout videos at home to exercise to. (Do always talk to your doctor before starting or changing your exercise routine.)
Another small way to improve your mood is with tactical comfort. Increasing comfort through touch is a well-established therapeutic approach. We all know the emotional value of hugs, but hugging isn’t always encouraged in a pandemic. However, you can get similar benefits from petting animals. Getting a massage can be a great stress reliever, but so is wrapping yourself up in a soft, cozy blanket.
Human interaction is vital to your mental health. Make sure you have a variety of people in your world who enhance your life. If you don’t have a lot of friends who fill this role, go get some! You could try finding people with similar interests. Start a book club. Join a garden society. Go to a vintage auto show. Join a worship center. Volunteer to clean up a local park. Find people who share your interests and start talking with them.
Another way to improve your mental health is to reach out to the people around you. Get to know your neighbors. Seek them out and make sure you know their names. Consider inviting the people next door over for drinks on the front porch. Introduce yourself to your neighborhood regulars like your mail carrier, local police, or even cashiers at your favorite stores. By reaching out to the people who are already around you, you are creating connections, talking to others, feeling safer in your community, and making those around you happier, as well. Because we all know that good energy is contagious–so, get spreading!
The sun and the air are good for your soul. Exercising outside is great, but you don’t have to be an athlete to get benefits from spending time outdoors. Sitting on your front porch or stoop, relaxing on a park bench, or even walking around the block on your lunch break are all great ways to increase your time outside. In rain, shine, or snow, spending a little time outdoors every day is a mood booster and good for your mental health.
For a special treat, plan a trip to a beautiful garden, a state or national park, or take a hike in the woods. Time spent in nature is even more beneficial to one’s mental well-being. Studies show that as little as five minutes in nature can significantly improve your mood.
Sometimes the best self care involves caring for others. One of the great joys of my life is my career in social work. At my company, Community Integrated Services, we help adults with a combination of developmental disabilities and behavioral issues. This group has always been a challenging population, but when they are in the right environment, surrounded by compassionate people who know how to help, many thrive.
I would not call myself religious, but I do believe we are doing God’s work. Working with people who so badly need help is challenging but also rewarding. Every small victory gives me immense joy.
We also want to help our employees thrive. We want to provide jobs that turn into careers. That’s why we spend so much time training our new staff and working with them to excel and even become senior staff members. (If you know of anyone in South King County or Spokane who might be a good fit, share this link with them!)
While building an emotionally satisfying life, finding ways to experience joy, and connecting with people are all effective ways to find calm and create focus, the bigger issues can still deal a crippling blow. Global climate change is still happening, decisions are being made often behind closed doors that impact our lives. In an effort to take back some sense of power related to those decisions, become engaged in the easiest tool you have at your disposal.
I encourage everyone to claim their right to vote and exercise that right in every election. Your vote determines what kind of people will fill local, state, and national offices. You will also be able to vote on many issues directly. And when you are a registered voter who votes regularly, elected officials know it. They give extra attention to input from active voters in any form, whether it is a signature on a petition, an email, letters, or participation in a march. As a result, registered, active voters’ voices are given greater attention, notice, and consideration by politicians.
Click here to register to vote in Washington state. I encourage you to register and vote for socially conscious politicians in the local mid-term elections this November and in every future election. Your vote counts even more during smaller local elections–that’s where the most immediate decisions impacting you are being made.
That’s because many politicians try to hide controversial issues in smaller elections. For example, initiatives currently being discussed in the Washington State Legislature include, per Balletpedia.org:
Listen, almost everyone, everywhere, at any point in history, feels worried or anxious. It’s part of being alive. So, if you’ve been feeling stressed and tense, you are not alone. No matter what your circumstances are, try to live your best life. Change what you can. Be kind to others. And keep breathing.
We’re all in this together.
]]>That’s why I thought it might be a good idea to talk about what a DSP is, why they’re vital to our agency, and what a DSP might do on any given day.
A Direct Support Professional, or DSP, works directly with people who have intellectual or developmental disabilities. The people DSPs serve are called “clients.” DSPs are held to a high, nationally validated Code of Ethics and set of Core Competencies.
DSPs were trained as caregivers in the past, but now they are more like “care coaches.” DSPs don’t usually do things for their clients. Instead, DSPs help clients learn how to do things for themselves. For example, DSPs don’t buy groceries for clients, but they may drive clients to the grocery store and coach them during the shopping process, explaining how to compare products, keep track of spending, and make healthy choices.
Every day brings new challenges and opportunities, so the job is a little different every day.
Community care at CIS is based on individual instruction and support plans (IISP) and positive behavior support plans (PBSP). Care specialists create these plans for each client. DSPs must follow these plans closely to meet their clients’ emotional, practical, and medical needs. These plans are used as a life planning process. They’re designed to enable people with developmental disabilities to live their best life.
At CIS, we work with individuals with a history of behavioral issues, which can include violence. That’s why our plans will factor in histories of abuse, incarceration, homelessness, or other challenging circumstances that may contribute to behavioral issues. Plans also map out strategies to help DSPs stay safe at work. For example, they will highlight recommended actions in a challenging situation, provide strategies to mitigate violence, and include instructions to look for clues of self-harm or harm to others.
Many CIS clients also have physical and psychiatric conditions that require medication, monitoring, and professional medical attention. Therefore, medication requirements, doctor appointments, and medical updates are also included in the plans.
Although CIS plans include references to the need for personal boundaries and “rules”, they’re ultimately developed to help the client recover, grow, and even thrive. Each plan also factors in the client’s vision for a meaningful life, including goals for self-care, relationships, recreation, education, employment, and housing.
The care our company provides includes a means to track progress, needing follow-up meetings, and adjusting the plans as the client grows and evolves.
Our plans are a map of sorts – identifying the path for DSPs to follow to best meet the client’s needs in the least intrusive manner. Such tasks will rarely take a full day to complete, so DSPs will find they have “free time”. Now, this doesn’t mean DSPs pick up their cell phone, take a nap or turn on the TV to zone out. This “free time” allows for relationship building with the clients, which means they can begin to understand what is needed to help the individual feel more comfortable, safer, or more confident. For example, DSPs may use this time with a client to do an art project, go for a walk, or teach how to play a musical instrument. Other DSPs may bake with their clients, plant and tend to a garden, or attend Zumba classes together.
Direct Support Professionals complete various duties, and many of these responsibilities will expose the DSP to interaction with other professionals, such as medical clinicians, psychiatric providers, client employers, state social service case managers, probation officers, therapists, attorneys, and more.
At CIS, we often tell employees that their experience in community care can be a valuable stepping stone. It can provide experience in a range of fields, helping some employees identify new careers. For others, being trained as a DSP in community care is the starting point for a career path in social work, medicine, public policy, law enforcement, criminal justice, or education.
Want to jumpstart a new career? Becoming a Direct Support Professional is a great way to learn about community care and related fields. At CIS, we pay you to train to become a DSP and even cover certification costs.
We also offer very competitive starting wages. DSP positions may be especially appealing to people who;
If a job as a DSP sounds appealing to you, I strongly encourage you to apply for a DSP position at CIS in Spokane or South King County. We’re hiring at both locations, and we’d love to meet you!
]]>“Fun?” I scratched my head. Our employees work with some of the most challenging populations in Washington State. We serve people with mental disabilities and traumatic backgrounds. Our clients’ stories are often heartbreaking. So I was surprised to hear the word “fun,” but I was also super happy.
I was delighted because these reports confirmed that our company morale is strong. Our efforts to empower our teams to meet the professional challenges they face, without losing personal joy, are working!
Since those interviews, we faced even more challenges when the Seattle area was identified as a hot spot for the pandemic. Many of our clients have health issues that made them especially susceptible. We had to ask our employees to do more, work longer, be more diligent, and protect the clients’ health even more carefully.
And yet I keep seeing smiles, happiness, and even joy when I talk with my employees. Why?
In community care, burnout is a real thing, so people in our industry are especially concerned about keeping up morale. I’ve worked hard at my business to create a place where people want to work (and want to stay) and keeping up morale is at the core of those efforts.
Happy people are not just “good to have.” Yes, happy people are nicer to be around. But good corporate morale also delivers tangible business benefits. Happy people stay longer. They work harder. Happy people encourage their friends and families to apply for jobs here, which is good for recruitment. And happy people do a better job. Our employee’s happiness, and our company morale, is essential to our business’s continuing growth.
At CIS, we use seven basic approaches to keep our staff motivated and happy with the work and each other.
At one time or another, most business owners have seen their employees get overwhelmed. Often this happens because a staff member is not sure what to do or how to respond when things go wrong. So it’s no surprise that untrained or undertrained employees get overwhelmed more easily. Rushing through training leaves your employees feeling nervous and unprepared. Rigorous training not only teaches, but it gives the employee time to absorb the information, so it becomes intuitive. A well-trained employee is eager to get into the workplace, ready to take on new challenges.
Skimping on training also sets the stage for mistakes. And mistakes by untrained employees make everyone nervous. Undertrained employees are perceived as a risk or a hazard. When people expect an employee to fail, it makes errors even more likely. A lack of training really impacts everyone’s morale because seasoned employees must work harder to fix the newcomers’ mistakes, making your experienced staff feel frustrated, overwhelmed, and even resentful.
Finally, well-trained, confident workers are empowered. You are giving them what they need to immediately contribute, quickly integrate into the workforce, and feel confident. New employees that are helpful and knowledgeable are one of the best ways to support positive workplace morale.
This is one of those areas where leaders must walk the walk. Like it or not, your employees take their cue from leadership. If your senior team is compassionate, engaged, and committed to their work, their support teams are much more likely to do the same. Undemonstrative, restrained, taciturn leadership encourages unemotional, impersonal employees.
The truth is, I have a lot of fun at my job. I laugh every day. And so does my co-founder and all of my leadership team. We want to see our clients smile. And we want to see our employees smiling and laughing. It might sound corny, but smiles are a core part of our corporate culture. Smiling people create a feeling of confidence and trust. And smiles increase morale.
When leadership screws up, admit it publicly, fix it publicly, and then just let it go. Hiding mistakes, ignoring missteps, or (the very worst) pretending someone else is to blame are all sure-fire morale killers. When leadership admits mistakes, they set an example that shows their employees how to act when errors occur. Employees are less likely to try to cover up their missteps. Your example also shows your team that accidents aren’t the end of the world. Being open about executive fumbles also helps squash the “gotcha” culture that is so prevalent in our industry. Your example helps teams understand what to do when mistakes happen, and they’ll know that one slip-up isn’t going to brand them for life.
We all know executives who are proud of their isolation. They brag about how little they talk to employees and that they don’t know the names of their staff. Those people drive me NUTS.
Any good leader knows you can’t hide in an office. Make a point to walk the halls every day. Chat with employees and ask them about their day. Let everyone in your organization know that their opinions matter. Keep your door open (literally) and encourage people to drop in. Make an effort to loop employees into conversations that affect them and their duties.
When your employees walk through your open office door to tell you about their issues, it’s time to really listen and make sure you follow up. Whether they tell you that their client is lashing out or they’re having problems finding reliable daycare, show concern. In most cases, you won’t be able to “fix” personal issues. Still, your empathy is comforting, and a card, flowers, or even just a sympathetic ear goes a long way towards making an employee feel heard and appreciated.
I know this one can feel uncomfortable for many business owners. However, whether you tell them or not, your employees know that regulations change, economies shift, and businesses evolve. They also know that you, as a business leader, must respond to some or all of these changes. If you don’t tell them what’s happening, they’ll start guessing. Sidestepping gossip by letting your employees know the whole picture will keep morale higher.
This advice comes with a warning: don’t tell your employees about changes “under consideration” unless you genuinely want their input. Like the boy who cried wolf, too many corporate announcements about “maybes” will result in skepticism.
I wish I didn’t have to tell people to praise publicly, but I do. All the time. Some people’s instincts are to “not make a big deal out of it” because it will be “expected.”
Well, it SHOULD be expected! When your people go above and beyond, get certified, or get promoted, it is time to praise them publicly. Your praise doesn’t have to take a lot of time. Send out an email. Give them a high five in the hallway. Get cupcakes for the break room. Tie a balloon to their chair.
With just a LITTLE effort, your employee will feel proud of their accomplishment, and your entire team will get a glimpse of your supportive company culture and be eager for the next time they can get or give similar praise.
This is the most important morale builder for me. I know “purpose” is a turnoff for some people. It sounds naïve and hokey.
But the truth is, I’m in social work for a reason. I’m here to make the earth better than when I got here, and I try to surround myself with people who want to do the same. That’s why I never hesitate to tell employees that our purpose is noble. We do soul work that requires much of us, but it also gives much back. We are in the business of making the world a better place, and I’m so proud of that. I want everyone in our company to embrace that!
While my company’s work is sometimes emotional, the value of having a purpose is not limited to social work. Having a real passion and purpose helps boost morale in any job. Whether your business is caring for mentally disabled people, doing financial planning, or selling soft-serve cones, passion and purpose is essential. You must not only be committed to helping your customers or clients, but you must also be overt about your purpose. Shout it from the rooftops. What’s better for morale than passionate leadership?
I’ve told you about some of our business strategies – training, walking the walk, owning your mistakes, talking and listening, being transparent, praising, being passionate about what you do, and SMILING! Now I’d love to hear from you. How are you working to keep your morale high in your work? Send me an email and let me know!
]]>Like it or not, employers can still pick and choose employees. Most good jobs get several applications, and great jobs are still highly coveted. At CIS, we train people for many positions, so lack of experience is not a deal-breaker. Once we ensure each applicant meets some basic requirements, we assess the less tangible qualities.
CIS has been on a growth trajectory for a while (Is 18 years “a while”? Because that’s how long we’ve been growing). So, we’re always looking for new employees to add to the team. Our agency offers community care for individuals with developmental disabilities who also have serious behavioral issues.
Since we’re a social services agency, we may have different requirements than, say, a fishing crew. Still, when it comes to organizations that are working or interacting with people such as medical field, sales, manufacturing, customer service, etc., people skills are essential, so there is a lot of overlap in desirable staff qualities.
We train our employees and pay for them for it and to get the necessary state certification(s). Some simple requirements right up front – at least 18 years of age, valid driver’s license, and pass a background check, but after that, it’s up to us to figure out who to hire and who will be a good fit with our community care agency.
There are a couple of qualities that are especially important to us and likely to a lot of other companies as well.
I often say that most people have a leg up in the world. Many have education, intelligence, health, friends, and a good family. Most of us were dealt a pretty good hand. But the clients we support have been battling against disadvantages their entire life. All of our clients have developmental disabilities. Many also have mental health or medical issues. Some have been significantly abused. Others have been homeless at one time or another and lack a supportive family and good friends. In short, they don’t have a leg up.
It’s imperative that each of our employees is empathetic. They need to be able to understand the feelings of a client, even if those emotions are very different from their own. We often talk about meeting people where they are. Meeting people where they are is about acceptance without judgment. Because our staff will work with clients with developmental disabilities and a history of behavioral issues, empathy is critical.
When I train new employees, I consistently come up against one big challenge: lack of confidence. It’s not a lack of confidence in their professional abilities (they’re learning, after all). It’s a lack of confidence in their ability to learn.
Yes, many people make the leap and believe they will eventually get it. But some people have a hard time envisioning themselves as fully-trained. Their lack of confidence starts chipping away at their motivation and their ability to learn new skills.
While everyone has value, people without an innate sense of confidence may have genuine difficulties fitting in at CIS. Our employees must be able to provide care for others, make daily decisions, and help our clients succeed. Without good self-confidence, that’s very difficult.
Many of our employees come to us from different fields. We have people from healthcare, retail, banking, military, and the lumber industry – to name a few. The people who do best at CIS are those who love their work. I like to think that is because it has real meaning. Some folks come to us after they retire, looking for a way to give back. Others are burnt out by running cashiers or managing restaurants.
No matter what their previous job was, if they do their job at CIS well, it’s work that feeds the soul. Many find that they wake up knowing they are needed and valued. They go to bed knowing they did their part to make the world a little better today for someone who otherwise might not have had that positive experience.
While every job might not offer spiritual fulfillment, businesses can create an environment where employees see their purpose in making the world a better place for others.
I’m sure there are jobs in which friendliness is not always an asset, but I don’t know if there are jobs in which friendliness is never an asset. Being kind, pleasant, and acknowledging others unbegrudgingly is a good way to go through life. And it’s also an important trait for our employees.
I believe that you get what you give in life. If you want to be treated kindly, you must be kind. If you want to have a pleasant day, you must be pleasant. If you want the world to treat you with dignity, you must treat others with dignity.
Conversely, anyone lacking these qualities cannot interact with our clients productively. They can’t contribute to a thriving milieu, won’t help build office morale, and won’t be a good fit in our systems or processes. So, we don’t hire them.
Nobody wins all the time. No one has a good day every day. But it’s essential for our team to believe that the world can get better, that good outcomes are possible, and that a few setbacks are not the end of the world. Tomorrow is another day after all…
In any job, a positive attitude improves the work environment. The belief that good work will eventually produce positive results is essential to employee motivation. Conversely, people with uncertain or negative outlooks can pull a team down, chip away at confidence, and generally wreck morale.
Our team is staffed with people who believe the cup is half full. Our collective positive attitude is one of our strongest assets. Our team members face real challenges, but they don’t let it get them down for long. Collectively, we shore people up, work on challenges, and reward successes.
At CIS, creativity isn’t about painting or music or art – although it can be (we do have a monthly art class for the clients). It’s about the ability to solve problems in new ways. It’s about questioning the process and developing better ways to get the job done.
Creative thinkers look at new ways to meet any challenge. They’re also more willing to learn additional skills, fill in for other employees, explore other positions, and grow professionally in new and unplanned ways.
We love creativity at CIS and look for it in every new employee.
I have always disliked the saying, “Curiosity kills that cat.” I think that curiosity doesn’t kill the cat; it gets the cat what it needs.
Curiosity and creativity are admittedly two sides of the same coin. Curiosity enables employees to explore all angles, learn new skills, and try different approaches.
For example, one employee spent extra time trying to figure out why a client hated her new microwave. Finally, after many questions and observations, she saw that it worked quite differently than the old microwave, and her client was too embarrassed to admit she didn’t know how to work it.
Curiosity enables our staff to see, watch, experiment, and explore. Each client is very different, so one size rarely fits all. Curiosity also drives employees forward. Instead of shrugging their shoulders and thinking, “that’s the way it is,” they search for an answer, look for the reason why, and seek out the story behind the story.
Now that you know what’s important to CIS, I’d love to hear from you. Which skills are critical to your firm’s success? What do you look for in employees? Every company is different, but I suspect we’re all more alike than we know.
]]>In social work, employees often talk about serving humanity and contributing to the greater good. I mean, it’s right there in the name: social. We are here to help and serve people. But thinking about how a job positively impacts other people doesn’t need to be limited to my line of work. If we’ve learned anything from the pandemic, it’s that so many jobs matter. Really matter. When times get tough, we quickly realize the vital role grocery store employees play. We find a new appreciation for truckers and dock workers, garbage/refuse workers and janitors, and internet and cell phone customer service workers. Can you imagine the past two years without HULU, Netflix, etc.?! These people showed up and continue to show up to keep the world functioning. Never has the value of every kind of work been so apparent.
Defining the purpose of our jobs and identifying the good it brings to us, those around us, and the world is a vital part of staying motivated, joyful, and driven. Understanding and appreciating the importance and purpose of an occupation is a big part of loving a job and doing it well. When we’re unsure what role we play in making lives better, it helps to ask these questions.
Whether you work with customers or work alone at home, your job is part of a bigger story. What you do helps people. But who are you helping? Ask, how am I making other people’s lives better? Will my end customer, whether that’s a social work client, a patient, a new home buyer, or a customer at a grocery store, get more, have a better experience, or find something that they or their family needs because I helped make it happen in some way?
Many employees are part of a team. In a team, each person’s performance affects the success of those around them. Will your best efforts help make your team, supervisor, or division also become more successful? Are you doing your best to support others? Are you helping to achieve common, greater good goals?
It’s not always easy to see why any single company makes the world a better place. But all companies exist to serve a need. Does your employer make the world more safe, efficient, warm, clean, etc.? What would happen if your company just disappeared? Would that cause hardships for suppliers, customers, clients, or coworkers? How many families depend on your company’s success to; buy food, clothe families, and keep a roof over their heads?
Do I Find Rewarding Relationships at Work?
Some find lifelong friends at work. Others are just happy to get a friendly greeting in the morning. Either way, we form relationships and bonds at work, which is good for our mood and mental health. So, even if your job description does not inspire you per se, appreciate the people around you and lean into the social nature of working. Look for friends. Seek out mentors. Or be a mentor and help others succeed.
Any position requires some learning. Maybe you learned how to bake bread, clean windows, or use Excel. How are you able to share that knowledge or use those skills to make the lives of others better? Could you help clean the local rec center? Could you cook some food and deliver it to a shelter? Could you teach computer skills to seniors? Most of the skills learned at any job can also be utilized to make your home, neighborhood, and community a better place.
Sure, you could go to a job and get through the day with your head down, doing just what is needed to get by. Or you could reevaluate your work and think about how your job helps others. We can all enjoy the camaraderie of coworkers and actively participate in making work more enjoyable, more productive, and even more fun. Smile. Laugh. Maybe bake some of that bread and bring it to the office to share. You’d be mighty appreciated…
Every job has value, and all work has dignity. What you bring to your work is the cherry on top. When we find the higher purpose in our work, that new perspective creates a positive ripple effect that keeps on giving.
]]>