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THE SUPERVISOR DIGEST
For Supervisors & Salaried Employees
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Dear Fellow Supervisors and Salaried Employees,
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We know many of you are highly competitive, so we've included a department leaderboard below for the Employee Engagement Survey to spur you on. Please do your best to encourage employee completion and raise your rank in these final few days of the survey. We'll update this leaderboard daily on the portal.
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In other news, we need some wordsmithing feedback -- there are two straw polls below, one regarding these Supervisor Digests and one regarding names for our new learning management system, which will be launching company-wide on March 1. Thanks again for weighing in!
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You'll also find information on the upcoming MIM, a uniforms ask, required supervisor mental health training, and resources for you and your employees.
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Director of Engagement & Development, Human Resources
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EMPLOYEE ENGAGEMENT SURVEY
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In the spirit of friendly competition, departments are ranked by their Engagement Survey completion rates. Who will reach 100% first? Who will get their department above 80%, which is our target for the entire company? Please encourage ALL employees to take the survey! We'll update this leaderboard on the portal tomorrow.
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Please let us know if you need any assistance with providing employees access to the survey. We have limited laptops available.
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WHAT'S IN A NAME? WEIGH IN VIA STRAW POLL
The Supervisor Digest goes out twice a month to all salaried staff at ASC plus hourly supervisors, leads, and coordinators. Not all recipients are technically "Supervisors," so we've been thinking about changing the name. The content will remain the same -- resources for leaders, supervisors and those wanting to grow their skills. Click this one-question straw poll to weigh in on names.
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LMS (LEARNING MANAGEMENT SYSTEM) DEBUTS!
We're excited to announce that our new as-yet-unnamed online learning management system (LMS) is launching in February to a select few testers with plans to debut company-wide on March 1. What is an LMS you may ask? It's on online platform (for both PC and mobile) used to house, organize, track, and deliver learning opportunities.
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The LMS this year will include learning opportunities ranging from leadership classes to diversity and compliance training to skill-based professional development courses.
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Where will it go from here? By next season we hope to have nearly all mandatory training for employees housed in this system along with optional growth and learning opportunities through our content provider Open Sesame. We'll be able to customize learning pathways for specific onboarding needs and departments as well. We'll share more about this new system soon -- and we'll definitely seek your feedback as we roll it out. In the meantime, if you've got ideas for trainings you'll need next winter, contact our new training manager Paul Bowman at [email protected].
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WE NEED A NAME!
Weigh in on a catchy name for our new Learning Management System in this one-question short straw poll here.
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MID-SEASON EVALUATIONS
With February 4, our mid-season date, it's time to complete mid-season evaluations for hourly and seasonal employees. You can find a sample form under forms on the employee portal here. Also, it's never too late to talk about your employee's plans for next season as well. Mid-season evaluations are due March 1 to your HR manager.
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MANAGERS INFORMATION MEETING (MIM), Feb. 10
February 10 is the mid-season MIM for all salaried employees. This MIM will be held at Bumps starting promptly at 4:15pm with leadership presentations including business updates and inspiring announcements. Masks are required. At 5:15pm, we'll kick into celebration mode with après food and beverages, firepits and S'mores, and (conditions permitting) the chance to take a couple runs on the Summit Express (no access to West, Tiehack, or the Terrain Park). Please make every effort to attend! RSVP to the email invitation you were sent or contact Gina Pogliano with questions at [email protected].
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NEW HIRES & PROMOTIONS: Speaking of MIM, send in a paragraph and photo of your new hires and promotions so we can recognize and update them on the portal in advance of MIM. Email to: [email protected]
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EMPLOYEE UNIFORMS | WE NEED YOUR HELP
In addition to ensuring your employees in uniform fill out the uniform surveys below, please help our Uniforms Department by reinforcing with every departing employee that they MUST return their uniforms. We can't reorder for next season if we don't get them back this year, so it's imperative that we make an extra push to get these all back. Employee uniform return information is here.
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MENTAL HEALTH TRAINING | Feb. 23
All supervisors are expected to take a mental health training to recognize struggling employees. The next one is February 23, 8:30am-2pm at the ABC large conference room. Pre-work is required, so please contact Michele Goodhard to register in advance and receive more information. Any employee is also welcome to take this training.
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WE'RE BEGGING... RECOGNITION VOUCHER STORIES NEEDED
Recognition is an important part of ASC's culture. Won't you please share the awesome work your employees are doing with us? We just need a couple sentences on why you gave out a Recognition Voucher and a photo would be awesome too but not necessary. Send to [email protected] or (970) 309-5485. You'll find your stories posted in the weekly newsletter and also on the portal here.
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NEED A QUICK MINDFUL BREAK?
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COMMUNICATING AT WORK
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Communication is key in the workplace whether you're in the office or on the slopes. Here are some resources to consider how you can improve:
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INTERNAL COMMUNICATIONS ASK: Consider adding a line on your meeting agendas for internal communications. Currently only 30-40% of employees open our newsletters weekly, so your meeting is an opportunity to reinforce or share out important company-wide information. The newsletter comes out every Monday, and so you can add a topic or two to your pre-shift meeting all week long as well.
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Pro Tip: Pick one to three top items to highlight and then direct employees to the newsletter for more. Have something you'd like communicated company-wide in a newsletter? Email [email protected].
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FEEDBACK ESSENTIALS
According to Recruiter.com, “75 percent of employees believe that feedback is important. 65 percent of workers say they'd like to receive more feedback than they currently get.” So what does that mean for you?
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- Keep up the positive reinforcement you started after reading the last Supervisors Digest.
- Ensure that you also coach your team with constructive feedback on actions and behaviors you want to see change.
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Here’s a quick “how to” acronym to remember: Be WISE
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The WISE model was created by our own Susan Harig and includes four steps that can help you give constructive feedback to your team.
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What: State what happened. Be specific and crisp. Stay on point. Give your own observations.
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- Involve: Involve the employee in the discussion. Ask what happened. Don’t criticize, summarize the consequences. Listen.
- Seek: Seek options for resolution. Offer suggestions. Ask how you can help.
- Encourage or Explain: Outline consequence for further negative behavior, encourage more of the positive.
Avoid the feedback sandwich (you know the one: You’re great at X, you could do with adjusting Y, but we love X”)….all the person hears is the X with the Y as an optional adjustment.
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Want your team to dive deeper into this and get some practice? Contact me on [email protected] and I’ll come to you and your team for an open learning discussion on the subject. Next time we’ll talk about techniques to accept feedback from others. Life is a journey – lets grow together.
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Provided by Guest Experience Manager Katriona Hembury.
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