The following article is a guest post.
It takes a special kind of person to thrive in a hospital. The hours are long, there are no weekends and holidays, and the pressure and stress is just unimaginable. How do you encourage employees to continually put up with this?
Compensation is the most common answer.
Job satisfaction among hospitalists is greatly affected by the compensation and benefits, but it is not the be-all-end-all of the story. In fact, many employees are willing to drop a high paying position that no longer gives them fulfillment or satisfaction.
Is there really no way to manage a high turnover rate among hospitalists? Of course not. The tips below outline solutions that go beyond raises or the need to write a bigger check.
1. Respect at all levels.
First of all, it’s important to remember that your employees are not robots or machines. In the hospital’s quest for growth and performance, be sure to thank all individuals for their contributions and treat them with respect, especially if you are their leader.
Never treat anyone poorly. It will cause a ripple effect across your organization and create a toxic environment.
Such an environment breeds tension, drains morale very quickly, and leads to a work place where nobody feels safe. An employee who is disrespected will not hesitate to leave regardless of the compensation or benefits.
2. Performance and achievement recognition.
Performance management is a top priority in any organization. One of the quickest and easiest ways to motivate an individual is to openly acknowledge their hard work. Recognize the accomplishment of your hospitalists, provide continuous feedback, and empower them to exert their best effort.
You can keep your hospitalists engaged by highlighting their strengths. There is nothing like recognition to drive a person to become more productive and creative. The resulting transformation benefits everyone in the organization and community.
3. Cultivate trusting relationships.
Trust between hospitalists and upper management makes the best foundation for a healthy working environment.
When employees help each other and if they are able to recognize that their organization acts with integrity, they become happier at work and are more motivated to give their best.
Conversely, an organization lacking trust is an unproductive workforce. If the management does not support its employees, then they will always feel on edge while at work. This may lead to communication failure and a perpetually stressful work environment that drains your employees’ energy.
Set an example and cultivate trusting relationships by being open and honest. Show transparency in all aspects and levels of business. You can do this by fostering open communication and by receiving and giving constructive criticism. This empowers hospitalist and encourages them to do their part in building harmonious, trusting relationships.
4. Promote strength-based coaching.
Learning never stops no matter what profession you are in. In fact, for hospitalists, there is more room for improvement as new advancements and new dynamics roll in all the time.
To allow employees to reach their highest potential, managers can adopt a strength-based coaching method.
To leverage the strengths of your people and to help them make the best use of their skills and abilities, you have to identify areas for improvement. Next, set goals and give hospitalists a concrete target and purpose. With ample supervision and feedback, hospitalists become more motivated and well-rounded practitioners in the service of the patients.
5. Align goals.
Lastly, it’s important to align the employee’s goals and targets with the vision of the organization. Identify and discuss your goals, make them measurable, and communicate it to every member of your team so that all hospitalists know what is expected of them and how they will be evaluated.
Also, prioritize goal setting or a self-regulatory mechanism that constantly drives motivation. Managers can utilize goals to help employees stay on track and improve performance, which ultimately increases satisfaction.
Ensuring that your hospitalists are satisfied with their roles goes beyond paying them well. Steps must also be taken to measure and align their goals with that of the organization and to create a work environment that encourages constant growth and communication.
If they know the standards by which they are measured against and if they have every tool they need to excel in their work, then your hospitalists are more likely to feel fulfillment while meeting a challenging job.