Creating a culture of connection: how to foster employee engagement with Director Aaron Tabacco

This week’s amazing episode of the Leading Real Change podcast features Aaron Tabacco, Director of Staff Experience at the University of California San Francisco Department of Medicine. He shares how despite being at the center of the pandemic from a medical, public health, and educational standpoint, his department has shown increased employee engagement year after year. Aaron’s examples of how to create connections in a hybrid workplace are phenomenal.  Key take aways include:

1. Strong Foundation for Success: The success in fostering employee engagement was rooted in a positive and person-centered healing culture within the Department of Medicine.
2. Proactive Response to Pandemic Challenges: Despite the challenges of the pandemic, the department proactively leveraged its holistic culture, identifying the potential for positive change and growth in operational and relationship aspects.
3. Strategic Positioning of Director Role: The creation of a dedicated director-level position focusing on staff experience, engagement, culture, diversity, equity, inclusion, belonging, and accessibility highlighted a forward-thinking approach to employee well-being.
4. Prolonged Pandemic Perspective: Recognizing the prolonged nature of the pandemic, the department shifted focus from immediate crisis response to strategically planning for a permanently hybrid work environment.
5. Leadership Competencies for a Hybrid Workplace: The department identified and addressed the leadership needs, competencies, skills, beliefs, and values essential for thriving in a permanently hybrid workplace.
6. Early Recognition of Burnout: Early acknowledgment of burnout concerns among frontline staff, senior leadership and division managers prompted a proactive shift towards taking a breath and leaving room between meetings.
7. Holistic Approach to Employee Well-being: The department prioritized mental health programming, wellness initiatives, and support mechanisms, acknowledging the diverse needs of employees and their families.
8. Innovative Engagement Initiatives: Embracing the virtual environment, the department initiated creative initiatives such as a poetry and art blog and a Covid cooking contest, fostering a sense of community and connection.
9. Life Continuity Resource Page: The creation of a life continuity resource page reflected a holistic approach to support employees, addressing not only health concerns but also the broader needs of families.
10. Reimagining Meetings and Social Interactions: The department redefined meetings by introducing huddle models focused on relational interactions and encouraged staff-led initiatives, creating meaningful connections and learning opportunities. Additionally, the meetup model facilitated geographical proximity-based events, fostering connections among employees with different roles and in different divisions.