SuperCare Health® Celebrates Improved Employee Engagement on National Employee Appreciation Day
'Together, we are building a stronger organization and a company culture rooted in care, innovation, and growth.' — Mya Moran, Senior Manager of Marketing
CITY OF INDUSTRY, CA, UNITED STATES, March 8, 2025 / EINPresswire.com / -- SuperCare Health, a leading respiratory care and medical equipment provider that partners with healthcare professionals and insurance networks to help patients manage their care, joined organizations across the country on March 7 in honoring their employees on National Employee Appreciation Day, an annual observance established in 1995 by a coalition of employers led by Dr. Bob Nelson as a way to improve employee morale and honor the achievements of individual contributors in the workplace. On this important day of recognition and all year long, SuperCare Health renewed their commitment to leading the healthcare industry with a safe and supportive workplace, as well as providing exceptional service to patients with chronic conditions including COPD, asthma, cystic fibrosis, pulmonary fibrosis, sleep apnea, diabetes, neuromuscular disorders, and more.
In late 2024, the Southern California based company with more than 1,000 team members launched new employee engagement initiatives in response to results from a pulse survey in which employees collectively expressed a desire for elevated teambuilding, connection, and belonging at work. That was just the beginning of substantial changes at SuperCare Health. Within just three short months, the executive leadership team reported that workplace satisfaction has already improved in Q1 compared to numbers from Q4 last year. So what is the secret to their immediate and resounding success? Said Mya Moran, Senior Manager of Marketing and leader of the organization's internal communications, '2024 was a year of transformation for SuperCare Health. We truly listened to our team members and implemented their feedback. Our adaptability and commitment have allowed us to meet challenges with resilience, grow as an organization, and make a meaningful impact on the communities we serve. Together, we are building a stronger organization and a company culture rooted in care, innovation, and growth.'
As the companywide festivities for National Employee Appreciation Day began on March 7, John Cassar, SuperCare's CEO and Owner, expressed, 'The tremendous efforts of our employees extend beyond day-to-day responsibilities. This past year, we came together in incredible ways, supporting those affected by the LA fires, adopting families during the holidays, revitalizing our mission to improve lives, and strengthening our company's values. These accomplishments reflect the heart of SuperCare Health— Our people. It is because of our employees that we are able to continue supporting our communities and advancing respiratory care. As we recognize each and every one of our team members on Employee Appreciation Day, let's celebrate not only the milestones we've achieved together, but also the shared purpose that drives us forward.'
SuperCare Health is committed to increasing access to care, improving patient outcomes, and streamlining the patient experience from the hospital to the home. To learn more about SuperCare Health and to enroll in one of our comprehensive respiratory care programs, visit us online. To explore our newest division, SuperCare Diabetes, check out our website. Speak with a SuperCare Health customer service representative by calling (800) 206-4880 or emailing [email protected].
About SuperCare Health
SuperCare Health is a comprehensive high-touch, high-tech, post-acute healthcare organization that manages patients with chronic conditions and provides a broad range of therapies, including ventilation, oxygen, CPAP/BiPAP, medication optimization, nebulizers and nebulized medications, airway clearance and mobilization, enteral supplies, and more. Utilizing innovative technologies combined with quality clinical services, SuperCare Health's services, programs, and products support cost savings, improved patient outcomes, and streamlined care coordination.
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Time Magazine
30-06-2025
- Time Magazine
How to Be an Authentic Leader In the Age of AI
O ne of us (Erin) has started writing personalized notes to colleagues, intentionally including specific details to show she wrote them, not ChatGPT. For example, in a recent LinkedIn post, Erin praised Charter's event producer Maggee Dorsey Thomasch, writing: 'She has been with us since our very first in-person conference, though you rarely see her in photos because one of the many things she does is create the photographer shot list and is so focused on them capturing everyone else's moments.' The Monday before our most recent conference, Charter employees started the day with a company-wide Slack message from Erin, praising each person for their specific contributions to the event. These small acts reflect a broader effort to maintain authenticity as a leader at a time when it's easier than ever to fake it—her small rebellion against the increasing number of emails and LinkedIn posts that were clearly written by genAI without substantive input from or oversight of a human. Authentic leadership involves transparency and leaders sharing their own thoughts and perspectives. Tools like ChatGPT make it easier than ever to put words on a page, regardless of whether you would have said them yourself. The risk is that when leaders use AI for personal communication, they're putting distance between themselves and their employees. As AI takes on a growing number of operational and efficiency-focused tasks, the human parts of leadership, like empathy, communication, and the ability to motivate others and build trust become your competitive advantage. Don't let AI diminish them. What authentic leadership looks like Former PepsiCo CEO Indra Nooyi used to occasionally write personal letters to her workers about topics on her mind, like the separation anxiety she felt when her kids left for college. 'I want them to know me as a person, rather than just [as] an executive,' she once said. She also wrote letters to the parents of hundreds of her senior executives, thanking them for their child's contribution to the company. (Charter's co-founders recently took a page out of Nooyi's book, writing letters to every employee's parents on Employee Appreciation Day.) In 2005, Steve Jobs gave his famous Stanford commencement speech. It was deeply personal, touching on everything from his firing from Apple to his cancer diagnosis. Jobs struggled like crazy to write it, sending a draft to a friend with the message, 'I'll send you something, but please don't puke,' as Steven Levy recently reported in WIRED. It's considered one of the best commencement speeches of all time. He wouldn't have gotten there by offloading the struggle. These are powerful examples of leaders sharing their thoughts and working to create human connection. The risk for leaders A recent study found that an AI system trained on the communication of Zapier CEO Wade Foster could imitate his writing style so well that his own employees could only tell when a message came from the AI or him 59% of the time. However, the employees rated responses as less helpful when they believed they came from the bot, regardless of who actually wrote them. Other studies have found a similar aversion to AI-generated content, with people perceiving AI-written communications as less authentic. So what should you do? For starters, use AI for the less personal stuff. 'The target [AI] use case today should really be communicating with strangers or automating the drab parts of writing,' Prithwiraj Choudhury, co-author of the Zapier study, told Harvard Business Review. 'You could use AI to answer questions about your pricing strategy or what you expect to happen to interest rates for the next year. But I wouldn't use it to write an email to a board member about your last vacation.' And when you do use it for personal communication, make sure you're still at the center. Draft your next talk and ask your favorite chatbot to give you feedback from multiple personas. If you have to deliver some difficult news but you're not sure how to phrase it, dictate your thoughts and transcribe them, ask the chatbot to synthesize the thoughts, and use that as a starting point for your draft. If you're writing a new LinkedIn post and you're stuck on an idea, ask the chatbot to interview you. Use AI for research and structure, but keep the personal touches that build trust. There are so many ways to get writing help from these chatbots that still allow you to add meaningful details and insights the AI would never know. And if you heavily lean on AI to write something, be open about it. We're still in the early innings of genAI, and we expect norms to shift over time. People's attitudes toward AI-generated communication will likely evolve as the technology improves and we get used to seeing more of it. But until that happens—and likely even after that happens—we'll keep communicating for ourselves.

Miami Herald
12-05-2025
- Miami Herald
To show employee appreciation and build morale in 2025, think beyond free pizza and beer
At the fitness media company Personal Trainer Development Center, owner Jonathan Goodman and his team wanted to show appreciation for a hard-working editorial director, who joked about landing a sneaker endorsement deal, despite not being a big-name athlete. So Goodman and his team made him a mock-up of a Nike endorsement contract, which included an added perk: The company paid for a new pair of shoes for him every month for a year. "It's not a huge bonus, but it's representative of something like, 'Hey, these people listened to me,' and it was very personal," said Goodman, who has authored several books. "We didn't just say, 'Buy a pair of shoes every month.' We had a contract made, and a bunch of people were involved." To show appreciation and build trust with employees, companies will often recognize workers by giving out free lunches, sending thank-you emails, and offering other personal rewards. However, appreciation gifts aren't one size fits all, and workers don't always want them in the form of free pizza or a salary increase. WorkTango examined news reports and studies to explore how companies have approached employee appreciation, and how their efforts can boost savings, increase retention, and improve morale. Dr. Bob Nelson, one of the founding board members of Recognition Professionals International, introduced the holiday in his 1994 book "1001 Ways to Reward Employees." In a 2019 blog post for Workman Publishing, his book's publisher, Nelson wrote that workers should be appreciated by their companies every day. He created Employee Appreciation Day, which falls on the first Friday in March, because only 12% of employees felt valued for the work they did for their employer. Many staffers feel that appreciation makes a difference. According to a 2024 Gallup study, 1 in 3 workers "strongly agreed" they received positive feedback for their work in the past week. A 2024 Gallup and Workhuman study also revealed that over half of U.S. employees were actively looking to leave their current roles. Still, if those workers receive authentic and personal recognition from their supervisors, they are 65% less likely to leave the company. The staggering statistic shows the importance of high-quality employee appreciation, which the research said should be authentic, personalized, and equitable. Without managers who emphasize their value-add or offer meaningful growth opportunities, employees can feel unappreciated or taken for granted. For instance, companies that have continually required frontline hospitality and transportation staffers to learn more advanced technologies and customer service skills without recognizing that effort have seen high turnover, according to a 2022 Deloitte study. 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Retaining staffers and reducing turnover can save companies money in the long run. According to 2024 Gallup and Workhuman research, turnover can be expensive for companies, costing them 200% of a manager's salary, 80% of a technical staffer's salary, and 40% of a frontline worker's annual pay. "It's expensive, and it's also a morale hit when people leave the company, especially when it's a well-liked employee. It's important to try to retain them," Fry said. "I think how you do that is showing that appreciation, just making it a place where they want to work." Years ago, free pizza, beer, or branded swag was considered a sufficient show of appreciation. However, as our understanding of what makes employees feel valued and recognized has evolved, that one-size-fits-all approach is no longer enough. According to the Society for Human Resource Management, recognition efforts need to be authentic, tailored to the individual, and respectful of how the employee wants to receive recognition. Getting to know direct reports includes acknowledging staffers' lives outside of work. Ask about how their families are or even how their favorite team is doing. Author and workplace wellbeing expert Dr. Heather Lamb said this one move could make a big difference in rigid corporate environments. Eventually, these conversations should start to ask the employees how they feel about their jobs and how things can improve for them. "It really is not about the money," Lamb said. "It's about the quality time and the quality conversations that eventually implement change." Getting to know direct reports can lead to ideas for personalized appreciation efforts, like Goodman's Nike contract for his editorial director. After noting that one of his companies employed a lot of single mothers and employees with families of their own, he and his team gifted house cleaning services every three weeks to his workers. Employee appreciation doesn't always have to involve a gift service or item. It can also take the form of fun events that everyone-even remote workers-can enjoy. Goodman's other company, Online Trainer Mentorship, holds an annual awards ceremony on Zoom. Everyone attends in costumes and wins a trophy in a funny category. Some tech companies, like Spotify, give their staffers a mandated week of time off, labeled Wellness Week. At one company, Fry knew his team had a big launch ahead of them, so he set up a kickoff week, inspired by Sprint Zero in Agile, a business framework that helps teams solve challenging problems in the most efficient, productive way possible. The team used the week to rest and recharge but still prep for the launch with a few mandatory meetings and a lot of optional activities. "[We] let the teams kind of self-organize into what they want to work on," she said. "They get to know their team, really set those foundations and build some fun team bonding things before it then becomes work. Giving people space and time to actually enjoy each other is key." From personalized gifts to mandated time off, employee appreciation comes in many forms. But as research shows, there's no one-size-fits-all approach. The best method will depend on what each individual employee wants and needs to feel recognized. Story editing by Alizah Salario. Copy editing by Paris Close. Photo selection by Lacy Kerrick. This story was produced by WorkTango and was produced and distributed in partnership with Stacker. © Stacker Media, LLC.

Associated Press
08-03-2025
- Associated Press
SuperCare Health® Celebrates Improved Employee Engagement on National Employee Appreciation Day
Leading Respiratory Care Company Exceeds 2024 Forecast for Workplace Satisfaction in Q1 2025 'Together, we are building a stronger organization and a company culture rooted in care, innovation, and growth.' — Mya Moran, Senior Manager of Marketing CITY OF INDUSTRY, CA, UNITED STATES, March 8, 2025 / / -- SuperCare Health, a leading respiratory care and medical equipment provider that partners with healthcare professionals and insurance networks to help patients manage their care, joined organizations across the country on March 7 in honoring their employees on National Employee Appreciation Day, an annual observance established in 1995 by a coalition of employers led by Dr. Bob Nelson as a way to improve employee morale and honor the achievements of individual contributors in the workplace. On this important day of recognition and all year long, SuperCare Health renewed their commitment to leading the healthcare industry with a safe and supportive workplace, as well as providing exceptional service to patients with chronic conditions including COPD, asthma, cystic fibrosis, pulmonary fibrosis, sleep apnea, diabetes, neuromuscular disorders, and more. In late 2024, the Southern California based company with more than 1,000 team members launched new employee engagement initiatives in response to results from a pulse survey in which employees collectively expressed a desire for elevated teambuilding, connection, and belonging at work. That was just the beginning of substantial changes at SuperCare Health. Within just three short months, the executive leadership team reported that workplace satisfaction has already improved in Q1 compared to numbers from Q4 last year. So what is the secret to their immediate and resounding success? Said Mya Moran, Senior Manager of Marketing and leader of the organization's internal communications, '2024 was a year of transformation for SuperCare Health. We truly listened to our team members and implemented their feedback. Our adaptability and commitment have allowed us to meet challenges with resilience, grow as an organization, and make a meaningful impact on the communities we serve. Together, we are building a stronger organization and a company culture rooted in care, innovation, and growth.' As the companywide festivities for National Employee Appreciation Day began on March 7, John Cassar, SuperCare's CEO and Owner, expressed, 'The tremendous efforts of our employees extend beyond day-to-day responsibilities. This past year, we came together in incredible ways, supporting those affected by the LA fires, adopting families during the holidays, revitalizing our mission to improve lives, and strengthening our company's values. These accomplishments reflect the heart of SuperCare Health— Our people. It is because of our employees that we are able to continue supporting our communities and advancing respiratory care. As we recognize each and every one of our team members on Employee Appreciation Day, let's celebrate not only the milestones we've achieved together, but also the shared purpose that drives us forward.' SuperCare Health is committed to increasing access to care, improving patient outcomes, and streamlining the patient experience from the hospital to the home. To learn more about SuperCare Health and to enroll in one of our comprehensive respiratory care programs, visit us online. To explore our newest division, SuperCare Diabetes, check out our website. Speak with a SuperCare Health customer service representative by calling (800) 206-4880 or emailing [email protected]. About SuperCare Health SuperCare Health is a comprehensive high-touch, high-tech, post-acute healthcare organization that manages patients with chronic conditions and provides a broad range of therapies, including ventilation, oxygen, CPAP/BiPAP, medication optimization, nebulizers and nebulized medications, airway clearance and mobilization, enteral supplies, and more. Utilizing innovative technologies combined with quality clinical services, SuperCare Health's services, programs, and products support cost savings, improved patient outcomes, and streamlined care coordination. Amanda Charlin SuperCare Health +1 626-949-2419 Facebook YouTube Legal Disclaimer: