How Managers Boost Healthcare Worker Retention

Staffing shortages and turnover are hammering the healthcare industry. And managers are key to improving retention.

But before pointing a finger at management as  the cause of workers’ leaving, understand that turnover in the healthcare industry is actually lower than the national average for all industries, resting at 34% in 2019, according to the U.S. Bureau of Labor Statistics. Management and leadership should actually be commended for their current efforts.

But there’s work to be done. There’s still a growing shortage of healthcare workers with that gap continuing to widen. And in very few other industries do worker shortages, low morale and poor communication have such immense consequences. Because of this, we can expect worker engagement, productivity and job satisfaction to stay in the spotlight.

And the common thread running through all these factors is that how healthcare workers feel about coming to work each day matters.

Their relationships with colleagues and bosses, how appreciated they feel, how challenged, secure, respected, involved — all affect the quality of their work and how likely they are to stay.

The best managers know how to create a work environment where employees give their best and thrive.

Do the workers on your team want to be there each day?

Many of us have been in stifling work environments at some point. Maybe we don’t feel appreciated. Or the job is mind-numbingly monotonous. A volatile boss or a backstabbing co-worker has us keeping our heads down or constantly watching over our shoulders. Maybe we don’t feel like we’re part of the big picture … or maybe we don’t even know if there is a big picture.

When an organization’s environment is right, smart people want to do really great things and both employee and organization benefit.

Does your caregiving organization need a tailored professional development program? Explore topics now!

What can you, as a manager, do to retain employees and ensure they’re doing their best?

Management best practices for a positive work environment fall into three main categories, according to a waldenu.edu study: 1. Creating a healthy work environment, 2. Maintaining a strong relationship and 3. Providing training opportunities.

Let’s take a closer look at some specifics:

1. Hire well. 

   First, focus your hiring on tangible, verifiable accomplishments — competence. Ask challenging, creative questions in interviews to help you uncover the real person behind the charm.

2. Model the behavior you want to see in your team. 

   Keep commitments, admit mistakes, keep a positive attitude, accept feedback gracefully, be appreciative, kind, etc.

3. Build trust through consistent one-on-one communication. 

   Get to know your employees. Feedback and coaching work best when coming from a trusted person. Also remember that employees like to know what’s going on within their organization. Be honest and positive (without sugar coating).

4. Show appreciation for results and behavior. 

   Saying “thank you” and acknowledging effort helps workers feel valued in any industry.

5. Make sure employees understand goals and expectations and that their workload is manageable. 

   When employees know what’s expected, they can set priorities and focus on what’s important. Knowing what’s on each worker’s plate makes you more aware of potential time conflicts.

6. Discipline for the wrong behavior. 

   When an employee knows what’s expected and isn’t hitting the mark, respond privately in a timely way. You’re not doing anyone any favors by waiting. And the rest of the team will get frustrated if subpar behavior seems to go unnoticed.

7. Use constructive feedback and coaching. 

   Show your interest in your team by noticing both what they’re doing right and wrong, helping them to grow and be successful.

8. Don’t ignore feedback from others of unprofessional conduct. 

   If a team member comes to you with information about a colleague’s questionable work, investigate and follow up.

9. Listen to all ideas and respond. 

   When an employee suggests a new way of doing something, consider it. Frontline workers are often first to see opportunities or problems and when managers respond to their ideas, it helps workers become more invested in their work — more innovative.

10. Trust employees and give them flexibility and autonomy where possible. 

    When people feel powerful, they are happier and more satisfied, suggests psychological research published in Psychological Science. Giving employees the freedom to make decisions, plan meetings or communicate with the team helps them feel empowered. Micromanaging kills engagement and creativity.

11. Remove fear and blame. 

    Mistakes happen when people move outside comfort zones and try new things. If they are concerned about being judged harshly for trying something new or expressing concerns, they’ll become afraid to innovate, suggests forbes.com. This belief is known as psychological safety.

12. Provide development opportunities. 

    Whether it’s people skills or technical skills, when workers feel competent, they can move through their days more efficiently without feeling overwhelmed. Create individual development goals and make a portion of that training self-paced to allow for a demanding schedule. These things help employees feel valued as individuals.

13. Stand up for your employees. 

    Employees want to know you’ve got their back. You’re responsible for worker’s performance and development. Make sure it’s high caliber and something you can speak highly of.

14. Have a little fun. 

    Take a break from being serious. This is a natural outcome when teams are already working well together.

Retaining healthcare professionals hinges on management’s ability to create a work environment that employees are happy and proud to be part of. And when workers enjoy coming to work, not only do they stick around, but it shows up in higher productivity, profitability and patient outcomes.