Employee Engagement: 3 tips for firing up your workplace
Trevor Wilson, a human resources strategist, recently shared three great tips healthcare leaders can use to foster a culture in which employees are actively engaged. The tips reflect what I have long believed and experienced in the hospital setting.
- Use performance evaluations to learn more about your employees’ strengths, interests and goals. Each employee has strengths and talents that often go unrecognized -- and untapped -- in the workplace. Helping them to identify these and use them at work contributes to their feeling that their work has purpose and results in more engaged, productive employees. “People want to bring all their talents to what they’re doing – we’re happiest when we’re doing what we’re good at it,” Wilson says. “In order to know what those skills, talents, even personality traits are, managers must get to know their individual employees.”
- Do not treat all employees equally. All employees are not equal and treating them as if they were leaves engaged, enthusiastic employees feeling shortchanged and disengaged employees feeling entitled, Wilson says. “Acknowledge and reward employees who are going the extra mile and point out the ways they’re contributing that may not be quantifiable or part of their ‘job description.’ The successful salesman who routinely coaches less successful colleagues is displaying a strength that won’t show up on his sales sheet but is, nonetheless, a valuable contribution to the company.”
- Recognize and reward employees’ demonstration of strong values. Values are part of the human equity that all of us bring to work in varying degrees. Honesty, integrity, compassion, work ethic – our best employees usually have these and other strong, positive values. Business leaders may unconsciously recognize them, for instance, by giving a very honest employee their trust, but they should make a point of acknowledging them publicly as well. “Our values are the foundation of our purpose and an expression of our true selves,” Wilson says. “Employees who are both able to demonstrate their values at work, and rewarded for doing so, having a greater sense of purpose.”
These strategies compliment one of my posts earlier this year on the idea that patients come second. Why? Because you can't have satisfied patients when employees are unhappy, disengaged, non-productive and demonstrating weak values. And, all it takes is one or two to infect the culture and co-workers.