3 Ways to Increase Employee Engagement and Retention for Healthcare Organizations

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Young Paik

Young Paik is a Partner at Educe and has over 18 years of experience in the learning and talent…

Healthcare employees have a myriad of choices when it comes to selecting the specific organization where they would like to work. As a result, many Healthcare organizations struggle to find and retain employees.

To maintain a happy and successful workforce – that then impacts patient outcomes – Healthcare employers need to shift their focus to providing strategic differentiators that will help them increase employee engagement and retention. Below we outline a few ways to help your Healthcare organization achieve these goals.

1. Compliance must be done well but don’t stop there

It’s no secret that Healthcare organizations operate in a high compliance environment – employers must ensure that each employee meets a variety of regulatory requirements while maintaining a commitment to exceptional patient care. A well-implemented LMS platform can enable an easier, self-service experience for both employees and administrators to handle compliance requirements.  Start there, but don’t let this deter you from continued focus on the happiness and well-being of your staff. After all, Healthcare employees work in some of the most stressful environments.

To maintain a positive work environment, consider hosting employee appreciation events to offer recognition and keep employees motivated. Be mindful of the time of day when you host each event. For example, if you plan on celebrating National Nurse Week to recognize the nurse staff at your Healthcare practice, alternate the times that each event begins to accommodate nurses who work days shifts and those who work night shifts.

2. Leverage your platform as part of your strategy

A well-selected Talent Management platform will have the tools you need to combat employee turnover. In a recent webinar, Jeanne Bonzon, Director of Learning and Development at BJC Healthcare, discussed how she leveraged the Saba Cloud platform to develop BJC’s Career GPS solution – Guiding People to Success. It’s an organized framework for everything that BJC Healthcare provides to support their employees’ career development. GPS is broken down into four key areas that host an array of different L&D resources. These four areas help employees during the entire lifecycle of their career at BJC Healthcare, including:

  • Onboarding: Here employees connect with other new employees and view information and tools to set them up for success at BJC Healthcare.
  • Success in your current role: In this section, employees can find resources to help improve communications and relationship skills, sharpen skills in specific computer programs and connect to new learning opportunities.
  • Success for future roles: Employees can explore the different areas of growth within the Nursing field, learn how to become a better leader and inspire others and expand knowledge by growing academically.
  • Retirement planning: At the end of their career, employees can discover the opportunities that exist for them after retirement.

Together, these four areas tie learning and innovation together to deliver better patient care, increase engagement and reduce employee turnover.

 3. Inboarding is the new onboarding

Job training shouldn’t come to a halt after the traditional onboarding process has concluded. Instead, employers should focus on ensuring their employees have the acquired skills, knowledge and training to succeed and rise within their organization. After all, 93% of U.S. adults have left employers to change roles according to a Gallup Poll. One way of making sure that your organization is not part of this statistic is to roll out an inboarding process.

Inboarding refers to an ongoing process that requires employees and their managers to work closely with each other and communicate often. These strategies include frequent and candid one-on-one meetings where employees share the challenges they are facing and managers find solutions to address these problems. Additionally, development and action plans are typically created to help employees understand the steps they need to take and the skills they need to gain to grow within the organization. Together, these inboarding strategies help improve engagement and retention because employees can see your organization is invested in their success and you personally care about their career development.

Healthcare organizations are always going to face a host of unique regulatory challenges. While compliance-based training is critical, Healthcare organizations must develop a more holistic approach to employee learning and development to help improve employee engagement and retention.

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