CREATING WORKPLACE SUPERHEROES
Susan Heathfield, a human resources specialist, describes employee satisfaction as “whether people are happy and pleased and satisfying their desires and requirements at work”. Employee happiness is a determinant in employee motivation, employee goal attainment, and high employee morale in the workplace, according to a number of surveys. In the end, the quality of a hospital services is determined by its employees. Employee engagement, on the other hand, is described as the degree to which employees are inspired by, enthusiastic about, and invested in the work they undertake. Engagement also reflects an individual’s dedication to the organization and emotional attachment to the individuals with whom they work. It is a common misconception that employee involvement is identical with work happiness. Though the two ideas are connected, employee engagement is far more difficult since it is impacted by a wide range of factors such as geography, culture, and individual traits. How can employee engagement be improved? In this short article, we’ll look at some basic ideas that may be beneficial to the hospital leaders.
First, Mission and Principles should be modelled. Engagement increases when there’s an end goal and a purpose that motivates employees. Foundation of hospital culture is its values and purpose statement. This has a big impact on staff engagement. List the company’s fundamental values and teach employees on them. In this way, you’ll ensure that your workers are aware of the importance of your company’s values, how they positively influence the business and what’s expected of them. Second, We’d love to hear from you! Positive manager evaluations are associated with optimal levels of feedback. Even managers who provide too much input to their direct reports are evaluated higher by their team than those who do not supply enough. What’s the point? Employees want feedback, and their degree of engagement is influenced by it. Begin by arranging check-ins with managers for each employee, and then urge middle management to arrange frequent review meetings with their team as an ongoing endeavor to enhance employee engagement.
Third, Volunteer Opportunities. Employees want to know that they work for a hospital that cares about making a positive difference in the community. Volunteering brings employees together for a greater good and allows them to connect on a deeper level. Look for a volunteer opportunity close to the hospital and organize an after-work event. This is a simple way for the group to come together and give back to the local community. Fourth, make Mental and Physical Wellness a priority. Individuals are more likely to engage with their work when their employer makes an effort to improve their general well-being. Employee engagement may be improved by implementing a company-wide wellness campaign. Sponsor gym courses as business trips, and consider giving fitness subsidies as a long-term solution to support healthy habits outside of the office. Fifth, recognize the best performers and thank them for their hard work! They will go the additional mile if they are motivated to do so. But they still want to know that their efforts are seen and appreciated by the leadership. Activate all communication channels, or advertise acknowledgements to the whole hospital, if you have them. The HR department might also be involved in developing an incentive scheme. “Wow Board” and “Thank you card” are the most simplest to start with.
Sixth, Conduct periodic employee engagement surveys. In addition to helping executives understand what’s working in the hospital, frequent employee engagement surveys will also make staff feel appreciated. It fosters honest, open conversation by giving everyone the opportunity to express their ideas. In order to engage the workforce effectively, input from employees is crucial. Team members will respond well to specific employee engagement techniques since each team is different. Qualitative data from quick pulse surveys provides leaders with the information they need to accomplish the objectives. Finally, Make plans for team outings. Employee engagement at the hospital is mostly determined by how staffs interact with one another. Create opportunities for them to interact on topics other than work and to strengthen personal bonds. Plan an on-site happy hour session, simple games, or potluck meal for the management to do so without having to travel far or spend a lot of money. To encourage inclusion, make sure your events have some variation.
“Customer satisfaction starts with employee satisfaction” – Charlie Crockett, 3M Sales Director.
KPJ Klang Specialist Hospital