Atria’s Employee Value Proposition serves as a touchstone to clearly guide and strengthen the relationship between employer and employee.
How these company promises are put into practice often reflects the style, experience and personality of the company leaders who implement them.
Terri Harmon, Regional Vice President, recently shared insights on a key tenet of the Employee Value Proposition – a commitment to develop employees.
On Atria’s culture of development…
I tell new hires when they join Atria, they’re joining a family. Here, it really is true.
It’s a big family – it has a lot of branches, and it goes back generations. And just like family, you should have someone to turn to for guidance. That starts with your supervisor.
Atria puts a lot of emphasis on one-on-one meetings where employees can set the agenda and articulate their goals. Together, we develop a plan to achieve them.
Whether it’s specific skills to work on, selecting internal training to pursue, or using tuition reimbursement to earn a beneficial degree or certification – there are resources at Atria to take you where you want to go.
How current company leaders develop the next generation…
I have a knack for seeing someone’s ability and potential, perhaps even when they don’t even see it themselves. I can spot leadership qualities in people even when they don’t realize they’re leading. Those are often the best leaders!
So, the best starting place for employee development is being attuned to your team and the innate strengths each person brings. Then, you build on that foundation.
On her own growth within Atria…
It wasn’t what I envisioned! That’s one of the advantages of this company – opportunities can arise that take you in a new direction.
At Atria, I began as a Sales Director and my intention was to grow a career in sales. However, I realized my background and skills from the retail industry, where I have extensive experience, were valuable in community operations. Those skills led me into operations, first as an Executive Director, and now in my present role.
My story is by no means unique. I tell employees all the time, there are so many avenues to shape and cultivate your skills.
On trying out different roles…
When there’s open and honest communication, people can be more proactive in determining which path is right for them. The best way to find out is by doing.
For example, I’ve worked with caregivers that have had an interest in becoming a Med Tech. So, we set up shadow opportunities to see those duties up close and learn from those workers. Maybe it’s a field they’re passionate about, or maybe they decide it’s not a good fit.
But when there’s honest dialogue, we can take those steps, whether it’s shadowing, training, sharing job descriptions, or seeking stretch opportunities.
From the outside, people may not realize the diverse talents that power our communities. Culinary, life guidance, maintenance, caregiving, or marketing – so many fields are represented within Atria.
Matching the right person with the right passion – to me, that’s what employee development is all about.