Last Updated on Sep 19, 2020 by James W
Employee loyalty and maintaining staff satisfaction is key to business success, regardless of your organisation’s industry or sector. A business is nothing without its workforce and a happy workforce is a productive one, which is why modern organisations are placing such importance on ensuring their teams are engaged and content.
For healthcare organisations, this is even more important. When handling people’s lives and wellbeing on a daily basis, every business needs to ensure that their staff are working to the best of their ability, meaning keeping the workforce as happy and engaged as possible. Though, maintaining employee satisfaction can be a challenging issue, which is why businesses employ a number of strategies and techniques to keep their top talent and thrive.
Here we will discuss three of the most popular and successful systems healthcare businesses use to maintain employee loyalty increase morale.
To start with, it’s a good idea to look at employee reward. Ultimately, people work to earn a wage and if that wage is below the market average, or below what they expect for their role, then they will be feel disengaged and eventually leave. There are a number of ways to gauge how an organisation’s pay structure and wages match up to the rest of the market, though the most common is through the use of salary surveys.
Effective healthcare salary surveys take payment data from a number of participating organisations and compile that information into an easily digestible salary report. These reports supply healthcare organisations with the market average wages for a variety of different roles, allowing that business to see how their current salary offering matches up compared to the competition.
This information can be used to inform any changes in salary or payment structure, which is essential for increasing staff retention. Ultimately, if an employee feels that they could be paid better to work at a competitor, they will be easily tempted away if something within their role becomes challenging or disrupts their happiness.
Alongside traditional monetary reward, healthcare organisations should also employ recognition strategies to help show that high-performing employees are valued. The most common of these systems is the Employee of the Month Award, which allows for an employee, or even team, to be recognised for going above and beyond within their role. This can be effective for showing thanks to the best staff in the business, therefore displaying appreciation for top talent and pushing others to strive for the same.
Recognition systems like these are made much more effective when co-workers take part in the selection for the award recipient. Whilst everyone wants to be recognised by senior management, often, co-workers value the opinions of their colleagues just as much if not more. Similarly, displaying such an award in a public or widely visible location will amplify its impact and generate better results.
Employee of the Month schemes are far from the only recognition strategies you can use though, other ideas include company funded-lunches, personal thank you messages and many more.
Clear Progression Paths
Finally, it’s important to emphasise the importance of progression the employee retention and satisfaction puzzle. Alongside being paid correctly, the best and most ambitious talent within an organisation want to know how they can reach the next rung on the career ladder. Whether it’s a promotion, a move to a different department or an increased pay packet, all employees want to know how they can develop, improve and get more for what they do.
With this in mind, healthcare organisations need to structure their business correctly, leaving room for individual employee development and growth. This is usually implemented at the pay structure level, using job families, pay grades, broad banding or pay spines. These systems provide staff with a tangible path towards their next career goal and are made more effective via goal-setting and fulfilment requirements, which display exactly what staff should achieve to progress further.
These are not the only systems healthcare organisations can implement to improve employee retention but they are an excellent starting point. As every business is different, the strategies which work for one company may not for another. The key is research, education and measurement to help see what impact new measures have had and whether they have led to an improvement in satisfaction and retention rates.