Employee turnover comes with great impact to an organization: Recruiting can be costly and time consuming. Additional demands can cause employee frustration to grow. And, the patient care you provide can suffer. How can you build a positive workplace culture that makes your employees not even consider leaving? Here are six ways to be the sought-after workplace.
See your employees as people
Considering your employees as fellow humans may sound basic, but there is nothing that turns off an employee to a workplace then when they feel like the boss’s pawn (ouch). Always treat your employees with respect no matter their role. One way to communicate respect is to always say “my colleague” when referring to your staff members in front of your patients. Make sure you communicate that your office is a team – with members playing different, yet vital roles – and not a hierarchy.
Keep any perfectionistic tendencies in check. Allow your employees to be human; remember no one is perfect. Communicate that you don’t require perfection in their roles but progress.
Fire underperforming employees
On the other hand, it’s vital that you fire underperforming employees. Working in an office with a person who isn’t doing their job is a morale killer and it’s not fair to those who work hard. If you don’t fire when you need to, you may unknowingly encourage your quality staff members to look for another job.
Establish a zero-tolerance policy for harassment or bullying. Make it clear to your employees that harassment and bullying have no place at your practice. The slightest tolerance you have will turn off employees who have enough self-respect to remove themselves from unhealthy situations.
Create a system for employee feedback (and keep an open mind)
Your interest and ability to receive feedback plays a large role in whether your employees feel invested in the practice. Communicate that you are always willing to hear feedback – good and bad. See feedback – no matter how harsh it may be – as positive. Your employees care enough about your practice to share their input.
Meet quarterly with each employee to discuss their job performance and to hear their ideas on how the practice can improve. Your employees know your practice better than anyone and may see problems and potential solutions before you do.
You also can consider hiring an outside firm to conduct a confidential employee survey. This is especially helpful if you don’t think your employees are comfortable speaking openly.
Recognize your employees
A paycheck is not enough to motivate your employees. Let your employees know when you see them going above and beyond, or when they receive a positive review online. You can reward them with gift cards, paid time off or even just kudos. Hearing about a job well done can be a huge morale boost.
Create opportunities for your employees to grow
Employees are either growing or stagnating. A stagnating worker will either become underperforming or leave. Consider how you can help each staff member grow. Ask your employees how they want to grow and support them in that process, including providing additional training or help with further education. Who knows? Your receptionist may have a desire to attend nursing school and end up working as your head nurse.
Another way to help your employees grow is to play to their strengths. Take a look at the job descriptions you have and align them to the personalities and skill sets on your team. Help each person find ways to thrive.
Also consider ways to promote your employees or provide them with additional responsibilities. You may be able to unburden yourself or other members of your leadership team by trusting others with more responsibility.
Make the workplace fun
No one wants to work in drudgery. Find ways to lighten the mood in your workplace. While your business should be professional, there’s no requirement for it to be serious. If that’s out of your comfort zone, consider lightening the mood when patients aren’t around. Change the music. Bring in donuts. Do something to ease the stress of the workday.
Also consider periodic team-building activities or social activities, such as closing the practice early for a practice outing. This will help you see your employees in a new light and forge bonds between staff that can make your practice run smoother.
