Purpose: The purposes of ERC are (1) to improve employee morale by supporting our coworkers during both positive and difficult times in the lives of our colleagues and (2) to enrich the working environment through recognition, and events. Alisha Steele created ERC in 2014. Her goal was to encourage and support her fellow employees in a positive and contagious way. At the time of her creating this organization, there was an increased employee turnover and burnout. Her recognition of the large exodus of employees gave her the drive and passion to change the culture.
Methodology: ERC is fully funded by employee donations. Employees who choose to be a part of the ERC committee pay $60.00 annually, which is collected in January. Every coworker is at liberty to join and/or donate to ERC. Active ERC members are expected to attend scheduled monthly meetings, to participate in the agreed upon monthly tasks, to play an active role in accomplishing, organizing, and fulfilling each month’s task. ERC provides the following among other opportunities: -Celebrations of the different national career days throughout the department [i.e., National Nurses Day, National Doctors Day, National Physics Day, etc.] -New employee welcome baskets -Festivities throughout the year for different holidays: St. Patty's Day Scavenger Hunt, Easter Egg Hunt, Halloween Costume Party, Elf on the Shelf, Christmas ornament exchange, Valentine’s Day Party. -Chili Cook Off -Health & Wellness Month -Hosting meditation, and yoga sessions -Exercise Challenges: water challenge, stair challenge, physical activity challenge. -Baby Showers -Wedding Showers -Graduations -Support during difficult times
Results: Alisha Steel created this organization to increase morale and retain employees, and it has accomplished that purpose. For example, new hires express their gratitude for the welcome basket and how it made them feel welcomed and part of their new work family. In addition, employees who experience the loss of a loved one or are going through a difficult season in life are also supported by their work family coupled with the efforts of ERC. Since ERC was created, the employee turnover rate due to dissatisfaction has been less than 2%.
Conclusions: The staff have expressed an even greater sense of morale and sense of belongingness because of the service and activities that ERC provides. Employees anticipate upcoming events and celebrations. Celebrating the good times is always exciting and fun, but supporting colleagues during the difficult seasons provides ERC the vehicle for serving and meeting the needs of others. Colleagues who feel included and supported share these positive experiences and attitudes with others, thereby creating a caring, supportive, and contagious environment, “paying it forward to those around them and with whom they work.” ERC’s contagious, positive, encouraging servant based approach is what fuels the sense of community within our department.
