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4 Ways Hospitals Can Attract and Retain Talent in a Competitive Industry

4 Ways Hospitals Can Attract and Retain Talent in a Competitive Industry

With growth in the healthcare industry, the biggest issue facing U.S. hospitals isn’t discovering the next cure or caring for patients—it’s finding and retaining great employees. A recent survey of more than 300 industry executives found that 74% of respondents believe their organization needs to place a larger emphasis on talent acquisition and retention. Retaining employees is not only cost-effective, but it also adds continuity to your treatment, which can lead to higher-quality patient care. How is that possible in a competitive and ever-changing hospital environment? Here are four ways hospitals can increase their talent pool and retention:

1. Ensure Competitive Benefits

The hard truth is that oftentimes keeping the best employees comes down to money. Two of the most common strategies hospitals use to retain their best employees are improving pay and increasing compensation packages. Some hospitals are hesitant to do this because of budget restrictions, but in theory, the best employees can see the highest number of patients and bring in more money to the hospital, which makes the money spent on employee salary worth the cost. Reward good patient care and work performance with bonuses or raises by using a mix of anecdotal and numerical indicators—an insurance representative who makes it through a certain number of claims could be rewarded, as can a nurse who consistently gets great patient reviews.

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2. Support New Hires

A hospital can be a busy and stressful environment, especially for a new employee. An employee who has a difficult time adapting or who isn’t given the resources to understand and thrive in her new environment is more likely to look for a new position, while someone who feels connected and valued is more likely to last longer and contribute more. Bring in current employees to answer questions during the interview process and offer applicants an inside look at life in the hospital. Connect new employees with co-workers and department heads who can show them the ropes and help them feel like part of the team. An assigned mentor can help with the training process and point out the culture and procedures of the hospital.

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3. Offer Growth and Learning Opportunities

By its nature, healthcare is a fluid industry, and hospital employees tend to want to keep learning and growing by applying their skills to new areas. Many employees leave an organization because they don’t see any opportunities for advancement. Set the example that hard work leads to promotions and advancement—when an employee sees a colleague be rewarded for hard work, they are more likely to work harder and see that advancement is possible. You can also be flexible with additional learning opportunities. If an employee wants to take a course that will give him skills to be better at his job, such as medical transcription training, work that into his schedule and encourage other employees to do the same program. Many hospitals reimburse employees to attend industry conferences and offer bonuses to employees who earn certain certifications.

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4. Create Efficient Processes

No industry is without its red tape and bureaucracy, but hospitals tend to have large amounts of rules and paperwork, which can be stifling to employees. While these processes and regulations likely have a strong purpose, look for ways to streamline them to make things easier for your staff, such as through automated systems or sharing patient information between departments. Healthcare professionals didn’t join the field because they love filling out paperwork, they did it because they want to help people. Providing ways for employees to focus on the core responsibilities of their jobs increases efficiency and boosts employee morale, which can encourage great employees to stick around. Removing unnecessary steps in various processes can also greatly decrease waste within the hospital and lead to increased profits.

There isn’t one answer to finding and keeping the best hospital talent. In fact, most hospitals use a combination of these techniques to create an atmosphere that is welcoming, rewarding, and exciting for employees while still providing excellent patient care. To find what works best in your hospital, choose a few techniques to implement and test the results. As the industry continues to change, the methods for employee retention will likely evolve, as well.

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Last Updated on March 29, 2021

5 Types of Horrible Bosses and How to Beat Them All

5 Types of Horrible Bosses and How to Beat Them All

When I left university I took a job immediately, I had been lucky as I had spent a year earning almost nothing as an intern so I was offered a role. On my first day I found that I had not been allocated a desk, there was no one to greet me so I was left for some hours ignored. I happened to snipe about this to another employee at the coffee machine two things happened. The first was that the person I had complained to was my new manager’s wife, and the second was, in his own words, ‘that he would come down on me like a ton of bricks if I crossed him…’

What a great start to a job! I had moved to a new city, and had been at work for less than a morning when I had my first run in with the first style of bad manager. I didn’t stay long enough to find out what Mr Agressive would do next. Bad managers are a major issue. Research from Approved Index shows that more than four in ten employees (42%) state that they have previously quit a job because of a bad manager.

The Dream Type Of Manager

My best manager was a total opposite. A man who had been the head of the UK tax system and was working his retirement running a company I was a very junior and green employee for. I made a stupid mistake, one which cost a lot of time and money and I felt I was going to be sacked without doubt.

I was nervous, beating myself up about what I had done, what would happen. At the end of the day I was called to his office, he had made me wait and I had spent that day talking to other employees, trying to understand where I had gone wrong. It had been a simple mistyped line of code which sent a massive print job out totally wrong. I learn how I should have done it and I fretted.

My boss asked me to step into his office, he asked me to sit down. “Do you know what you did?” I babbled, yes, I had been stupid, I had not double-checked or asked for advice when I was doing something I had not really understood. It was totally my fault. He paused. “Will you do that again?” Of course I told him I would not, I would always double check, ask for help and not try to be so clever when I was not!

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“Okay…”

That was it. I paused and asked, should I clear my desk. He smiled. “You have learnt a valuable lesson, I can be sure that you will never make a mistake like that again. Why would I want to get rid of an employee who knows that?”

I stayed with that company for many years, the way I was treated was a real object lesson in good management. Sadly, far too many poor managers exist out there.

The Complete Catalogue of Bad Managers

The Bully

My first boss fitted into the classic bully class. This is so often the ‘old school’ management by power style. I encountered this style again in the retail sector where one manager felt the only way to get the best from staff was to bawl and yell.

However, like so many bullies you will often find that this can be someone who either knows no better or is under stress and they are themselves running scared of the situation they have found themselves in.

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The Invisible Boss

This can either present itself as management from afar (usually the golf course or ‘important meetings) or just a boss who is too busy being important to deal with their staff.

It can feel refreshing as you will often have almost total freedom with your manager taking little or no interest in your activities, however you will soon find that you also lack the support that a good manager will provide. Without direction you may feel you are doing well just to find that you are not delivering against expectations you were not told about and suddenly it is all your fault.

The Micro Manager

The frustration of having a manager who feels the need to be involved in everything you do. The polar opposite to the Invisible Boss you will feel that there is no trust in your work as they will want to meddle in everything you do.

Dealing with the micro-manager can be difficult. Often their management style comes from their own insecurity. You can try confronting them, tell them that you can do your job however in many cases this will not succeed and can in fact make things worse.

The Over Promoted Boss

The Over promoted boss categorises someone who has no idea. They have found themselves in a management position through service, family or some corporate mystery. They are people who are not only highly unqualified to be managers they will generally be unable to do even your job.

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You can find yourself persistently frustrated by the situation you are in, however it can seem impossible to get out without handing over your resignation.

The Credit Stealer

The credit stealer is the boss who will never publically acknowledge the work you do. You will put in the extra hours working on a project and you know that, in the ‘big meeting’ it will be your credit stealing boss who will take all of the credit!

Again it is demoralising, you see all of the credit for your labour being stolen and this can often lead to good employees looking for new careers.

3 Essential Ways to Work (Cope) with Bad Managers

Whatever type of bad boss you have there are certain things that you can do to ensure that you get the recognition and protection you require to not only remain sane but to also build your career.

1. Keep evidence

Whether it is incidents with the bully or examples of projects you have completed with the credit stealer you will always be well served to keep notes and supporting evidence for projects you are working on.

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Buy your own notebook and ensure that you are always making notes, it becomes a habit and a very useful one as you have a constant reminder as well as somewhere to explore ideas.

Importantly, if you do have to go to HR or stand-up for yourself you will have clear records! Also, don’t always trust that corporate servers or emails will always be available or not tampered with. Keep your own content.

2. Hold regular meetings

Ensure that you make time for regular meetings with your boss. This is especially useful for the over-promoted or the invisible boss to allow you to ‘manage upwards’. Take charge where you can to set your objectives and use these meetings to set clear objectives and document the status of your work.

3. Stand your ground, but be ready to jump…

Remember that you don’t have to put up with poor management. If you have issues you should face them with your boss, maybe they do not know that they are coming across in a bad way.

However, be ready to recognise if the situation is not going to change. If that is the case, keep your head down and get working on polishing your CV! If it isn’t working, there will be something better out there for you!

Good luck!

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