In the high-stakes environment of healthcare recruitment, where competition for skilled executives is intense, a hospital’s culture can be a defining factor in attracting and retaining top talent. While other hospitals and health systems may be able to offer more money or more prestige, one thing they may not be able to offer is an engaged “family” culture where individuals feel valued. Let’s explore a few ways to improve culture to minimize attrition and to attract new talent.
Understand and Track
The first step is to understand why employees leave, but more importantly why employees stay; especially your top performers. Tracking these results over time will provide insight to shape the strategy. Excessive employee churn in a department may indicate a problem with that manager or group dynamics. Employees leaving early in their tenure may indicate an issue in the interviewing processes where there was a mismatch between expectations and reality.
Connect and Collaborate
They say that people don’t quit jobs, they quit bosses. While who you report to is a critical factor relative to job satisfaction, feeling part of the organization as a whole is influential as well. When employees are connected to multiple layers of management and different areas of the hospital it creates alignment between the employee and the organization. When other people in the organization care about an employee’s success this permeates the culture to create an attitude of “we’re all in this together”. One way to do this is to have individuals be assigned to mentors: one at a higher level than the employee, one at the same level as the employee who is great doing the same job (if possible) and one at a lower level. A few benefits are that it helps junior employees develop their coaching skills and it gives everyone a better picture of what’s going on so that efficiencies can be found to improve the overall hospital operation.
Have Fun
Healthcare is a serious business. But all work and no play can definitely lead to turnover. The say that “those who play together, stay together!” What’s your hospital doing to have fun and promote connectedness? There are a whole range of options from team-building activities, corporate sports leagues, formal or informal outings, etc. It could even be something as simple as setting up a break room for employees to grab a cup of coffee and interact. Imagine the most fun large extended family you know and let your imagination run wild with how you could have fun with your team who represent different generations.
Recognize Success
Everyone wants to be appreciated. Some prefer public recognition while others avoid the limelight. But you want to reward the behaviors and outcomes you seek. By allowing staff to recognize and celebrate each other’s achievements and contributions, hospitals can foster an environment of mutual respect and appreciation. Sometimes it may be as simple as a manager writing a personal thank you note for a job well done.
Communicate
Essential to cultivating a community-centric culture is the creation of open communication channels. Initiatives like regular town hall meetings, suggestion boxes, and leadership’s open-door policies are instrumental in making staff feel valued and heard. It is important that people not only feel comfortable sharing their feedback and thoughts, but that they also see that some of their suggestions are implemented. This inclusive practice will not only encourage employee feedback but also deepen their sense of belonging and commitment to the hospital’s culture.
Conclusion:
Transforming a hospital’s culture into one that prioritizes community and connection can have a profound impact on employee satisfaction and retention. By implementing these strategies, hospitals can create a more engaging, supportive, and collaborative environment, appealing to current and prospective employees alike.