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Managers are Key for Successful Employee Recognition

July 8, 2014 by  

If you have a job in today’s economy you’re quite thankful, but that doesn’t mean that you aren’t thinking about or looking for a position at another company.  No, it is still important to keep employees engaged and to show that they are appreciated.  Just because the economic environment of today is brutal does not mean that employees aren’t interviewing or considering changing employers.

An Employment Confidence Survey by Glassdoor.com found that 42 percent of respondents stated that they expect to leave their current job within 24 months.  This should cause alarm to all companies and human resource professionals as this is a sign of what could cause a difficult employee retention challenge in the future.

A wise man once said that a company is only as strong as its weakest employee…I actually just said that and I borrowed and revised it from the old adage, “a chain is only as strong as its weakest link.”  This is so true!  As an employer, your greatest asset and competitive weapon is in your employees and the talent (natural and learned) that they bring to your organization.  As such, recognition programs must first focus on managers and their ownership of recognition and retention practices.

With the goal of retaining talent now and as the economy recovers and more and more job opportunities become available, managers can help with company’s employee retention success by the following the 3 P’s of Employee Recognition Tactics.

PUNCTUALITY

This is important.  Simply put, be punctual when recognizing.  The most effective recognition is when the recognition is timely.  Although managers should strive to be physically present when giving recognition, business travel and remote locations can make this difficult.  Given these situations, a timely follow-up phone call or video conference should occur…email as the last resort (let’s face it…its impersonal).

PREPARATION

All good intentions can be lost with one simple misspelling or mispronunciation.  When publicly recognizing employees from a manager who doesn’t work with the employees on a day-to-day basis it is imperative for that manager to review and practice of first and last names, job titles, descriptions, purpose of recognition, etc.  A botched presentation as a result to an employee means one thing – you didn’t take the time to get to know me, so how can you possibly care what I did.  This will kill morale and motivation fast and create employee disengagement.  As a manager, be sure to know who made a difference and whey and recognize!

PERSONALIZATION

The purpose of recognition is to recognize an individual for an achievement.  Thus, recognize that employee and personalize the recognition to him/her.  This can be done through the presentation materials as well as in the recognition presentation.  If presenting to a group of people this can prove to be a bit more difficult, but when you have an opportunity to recognize individually, spend the time to put some thought into how the presentation will be made.  Doing this can go a long way at building a great bond between a manager and employee and the bond of that employee with their employer.

In closing, when acknowledging look nice, offer a firm handshake, don’t just speak…praise the employee for their contributions!  As a manager, you set the standards and provide the example for others to follow.

Additional resources and articles for recognition presentations can be found at:  RecognitionPresentation.com

Employee Retention: How to Keep Your Best Employees

April 14, 2014 by  

Recruiting the right employees and keeping the right employees matters a lot, especially in today’s economy.  Employee turnover is expensive. Employee retention is critical to the long-term health and success of your healthcare organization. This article will explore employee retention, detail its importance in today’s work environment and provide some helpful tips for managers to consider.

According to the Human Resource Management Association, 20.4 percent of healthcare employees (one in five) quit their jobs every year. This number easily exceeds the 12 to 15 percent turnover rate experienced in most other industries. In order to retain employees and reduce turnover, hospital managers must learn to align their goals with the end goals of employees. By aligning the rewards and needs of employees, managers can determine the best system to effectively increase the job satisfaction of their employees.

Here are a few ways you can keep your employees happy and improve your hospital’s retention rate:

Hire and train the right people. Hospitals should regularly review their recruitment practices and review their applicant data to ensure that they are attracting and considering the widest and most diverse possible pool of applicants. It is also important for organizations to recognize the value of knowledgeable management in place for properly their training employees.

Mix it up. Provide a variety of assignments. Identify your employees’ talents and then encourage them to stretch their abilities into new areas. A variety of challenging assignments will help to keep the workplace stimulating.

Have some fun. Celebrate successes and recognize when special milestones are reached. Coffee and donuts for breakfast, potluck lunches, birthday parties, employee picnics and creative contests will help remind people why your hospital is a great place to work.  (see also:  Creating a Fun Place to Work)

Show your appreciation. Recognize outstanding achievements promptly and publicly, but also take time to comment on the small contributions your staff makes every day. Don’t forget these are the people who make you look good!

Employee retention matters. Do not overlook who your hospital’s key performers are. And be sure that your organization is properly engaging those key employees to ensure that they will stay with you for years to come.