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Morning Column
Increase Employee Retention: Give Them a Dose of Nurses' Medicine
By LeAnn Thieman
With increased workloads, demanding staff ratios and challenging work
conditions, many employees are feeling burned out - not just those in the
healthcare industry, but across all industries. Today's workers are not
signing on and staying on just for the money. They are opting for employers
who care about them, professionally and personally. How they are treated on
the job is a primary factor in their satisfaction, their resistance to
burnout and their willingness to be a long-term loyal employee. Work-life
balance is often a top priority.
Recent data from a Harris Interactive survey reveals enlightening
information on workforce attitudes. It shows a continued disconnect between
employers and employees, relating to the effectiveness of various staff
retention tactics. The study claims only 13 percent of employees say their
employers put effort into keeping them on their jobs.
Considering that it costs thousands of dollars to recruit and hire a new
employee, organizations are eager to retain the ones they have in addition
to attracting the emerging workforce. Many have learned that to recruit and
retain, they cannot simply offer more money or bigger benefits.
They need to give employees a hefty dose of nurses' medicine.
All businesses can benefit from these 10 tips, by treating their employees
with the same competent, compassionate TLC that nurses give their patients.
By doing so, companies will inspire talented workers to sign on and stay on:
1) Smile a lot. Be kind. Visit them often.
Keep an open door policy. Don't just ask to speak your staff members when
they make a mistake, visit with them when they've done a great job. Commend
them in person, rather than in an email or memo. No matter how busy you are,
don't act rushed or distracted. Make your employees comfortable around you
and allow them to speak their feelings, ideas and needs.
2) Ask,"How can I help you?"
Don't assume that you, the supervisors or the consultants know. Hold a staff
meeting on the topic or create a survey and grant anonymity. Ask them what
they need during the next employee evaluation. You may be surprised by what
you learn, when you simply ask the right question.
3) Do an "assessment" on a regular basis.
Ask for their input on their "condition" or their job position. Note what
you observe. Evaluate the situation with each person, then make a plan and
implement it. Give your employees access to the support they
need ---technically or personally-- to perform at their best. Not only will
they do a better job and be more satisfied, your company will profit, too.
4) Be prompt in answering their "call lights."
When a patient has a need, they "call" for assistance; watch for instances
where your employee "calls" for help, verbally or otherwise. Address each
concern and attempt to meet their needs as soon as possible.
5) Explain all "procedures" and changes.
Make sure your staff members know why the changes are taking place and
reiterate their importance. While it may not be an easy course, make clear
the good that will come from it. Reinforce how their cooperation and
positive approach will greatly affect the workplace.
6) Communicate often and clearly.
Keep your employees up to date with what is happening so they feel more
involved and less afraid of change. If they have concerns, be sure to listen
first - without talking or interruptions. A gentle touch on the hand or
shoulder conveys sincerity and interest.
7) Ease their "pain."
Though it is sometimes impossible to take away all the discomfort, honest
efforts to do so go along way toward relieving it. If the pain is work
related, ask for their suggestions to ease it. If the pain is personal, such
as a relative passing away, be considerate. Offer them a day off or an
additional paid day of vacation. Send flowers or a sympathy card to the
employee's family to show that you care.
8) Promote independence and self-sufficiency.
Help them be stronger. Encourage continuing education. Compensate them and
their schedules so they can gain the additional skills that will make them
better employees. Give them as much control as possible and they are more
likely to cooperate with the "treatment plan" and other changes that come
along.
9) "Change positions."
Being in the same position too long can sometimes be uncomfortable or
stifling. Suggest a transfer within the department or organization. Offer
flexible shifts, telecommuting or job sharing. Encourage your employees to
grow in their skill sets and job responsibilities.
10) Provide them "nourishment."
Help nurture their minds, bodies and spirits. Remind them to take breaks,
eat meals, and ask for help. Provide inspirational, encouraging books,
periodicals, and speakers. Bring in a massage therapist after a particularly
stressful quarter or show your appreciation with a free company lunch during
a successful period.
Implementing these 10 tips creates a "care plan" that does not coddle
employees, but strengthens and empowers them. This transcends to their work,
which promotes a positive company culture, increased productivity,
creativity, loyalty and a healthy bottom line.
Giving employees a dose of the same medicine nurses give their patients,
results in greater retention. With a little TLC on their part and
yours…everybody wins.
LeAnn Thieman, LPN, CSP, is a nationally acclaimed speaker and co-author of
the new book, "Chicken Soup for the Nurse's Soul, Second Dose." As an expert
in healthcare recruitment and retention, LeAnn provides insights on
improving productivity and profits. For more information about her books,
seminars or speaking, visit: www.NurseRecruitmentandRetention.com or call
1-877-844-3626.
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