Why Employee Engagement Matters & 3 Ways to Increase Yours
There’s been a lot of focus in recent years on employee engagement, and with good reason.
Employee engagement is the level which employees feel passionate about their jobs, are committed to their employer, and are willing to put discretionary level effort – more than what is required – into their work.
In a health care setting, this can mean a real difference in patient outcomes. In a recent Gallup study, they found that the engagement level of nurses was the number one variable correlating to patient mortality. Another study showed that for every 10% increase in engagement, there was a reduction in MRSA by .057 cases per 10,000 bed days. Increases in engagement level also correlate closely with turnover and absenteeism.
Employee Engagement is highly correlated with patient outcomes and satisfaction. If you think about it, that makes perfect sense. Your patients generally spend the most time with your staff and will form their impression of your practice, their care and YOU based on that experience. So, how can you increase employee engagement in your practice? Here are three ways to start:
Live your mission statement. Make sure employees know that your mission is, why it’s important and how they can be a part of it. Develop a culture where the language of your mission is a part of the daily conversations in your practice. Challenge employees to innovate new ways to live up to the mission. Making your goals fit into their personal standards is a high driver of engagement.
Studies show that managers’ and direct supervisors’ relationship with employees is the very highest indicator of engagement. This means you need to provide the managers and supervisors in your organization the tools and training to connect positively with their employees. Continuing education and training in the areas of coaching, performance feedback, and showing a sincere interest in their employees’ wellbeing are integral. Many organizations provide seminars and courses on these topics across the country.
Provide a vision for the career progression of your employees. Employees will feel much more committed to an employer where they see long term potential and opportunities for advancement. Organizations that combine a clear career progression and flexibility for the employee to choose a path in that progression tend to do best. Regular conversations with employees about their satisfaction in their current position and aspirations for advancement can help foster an attitude that the employer cares about the employee and is genuinely interested in a fulfilling partnership.