Explore key strategies to boost employee engagement and retention in healthcare, from development programs to efficient hiring processes.
At the heart of every exceptional healthcare institution lies a dedicated team of professionals driven by a shared sense of purpose. Ideally, this team consists of engaged employees who go above and beyond their job descriptions, embody the organization's values, demonstrate commitment, and actively contribute to its mission. Their enthusiasm is contagious, fostering a culture of excellence that permeates every aspect of the organization.
However, not every employee will be engaged and retained. Over the past few years, there has been a significant shift in employee retention and engagement. Qualified candidates are becoming increasingly difficult to find, especially when narrow compensation packages are a constraint. To address this, many companies are introducing wellness programs, pet insurance, and mandatory PTO to enhance employees' work-life balance.
Investing in employee development is not just a prudent strategy; it is a moral imperative. High-achieving employees thrive in environments that foster continuous learning and growth opportunities. Learning and Development (L&D) programs with transparent career paths can provide non-monetary value to candidates.
By offering access to training programs, technology advancements, mentorship initiatives, and career advancement pathways, organizations empower their employees to reach their full potential, ultimately driving engagement and retention. The impact of employee engagement extends far beyond the confines of the workplace. Regardless of the healthcare sector, you are likely experiencing challenges such as staffing shortages and budget constraints. Finding cost-effective ways to attract talent is imperative for successfully retaining and engaging candidates.
Conversely, employee turnover is not always a bad thing. Having the same employees for decades can leave an organization at risk of "doing things the way we’ve always done them," leading to stagnation.
Focusing on your hiring process can also be a differentiator for potential employees. Candidates today are less willing to endure 7-8 rounds of interviews. Your process needs to be succinct, transparent, and well-outlined before interviewing. Have a clear expectation of the role and responsibilities. Engagement and retention only start at the hiring process. The sense of priority and collaboration that a potential employee experiences in the interview process needs to continue throughout their employment.
How would you improve your engagement and retention strategies?
If you're looking to enhance your employee engagement and retention strategies or need expert advice on improving your hiring process, contact Jennifer Chee, Principal at Boyden.
