Recognizing Your Team

Even before the world changed in oh-so-many ways due to COVID-19, labor shortages challenged healthcare organizations nationwide. An aging population who required more healthcare services clashing with the wave of Baby Boomers reaching retirement age had, for several years, placed administrators and human resources teams in a perpetual state of scrambling to fill open positions. And then, the ravages of the pandemic threatened to overwhelm organizations already struggling with staffing shortages. Those staffing woes escalated as the “great resignation” swallowed up great masses of employees.

Ramping Up Recognition

Out of necessity, hospitals, long-term care facilities, and senior living communities have had to ramp up efforts to minimize turnover by giving increased time and attention to retention strategies. One effective strategy, but too often downplayed or ignored altogether, is recognition. Excuses abound, “We need something better/stronger/more effective.” Unfortunately, such thinking doesn’t comprehend the powerful role that recognition assumes in the employee retention toolbox, as evidenced by the following stats:

• According to an Achievers.com survey, lack of recognition was the No. 1 driving force for 55% of employees who planned to switch jobs, according to an Achievers.com survey.
• Of those noted above, 69% would have been more likely to stay if their employers offered more rewards and recognition.
• 82% of HR leader participants in a Society for Human Resource Management (SHRM) study noted that employee recognition programs increased employee happiness.
• 56% of HR leaders told the SHRM that employee recognition programs help recruit top talent.

And when no organizational strategy exists or isn’t prioritized, these unfavorable stats turn up:

• The odds of burnout increase by 29%
• Employees are 38% less likely to feel appreciated

Creating a Culture of Recognition

The correlation between recognition and retention is pretty straightforward when you think about it. Recognition boosts morale because it’s universal to feel good when someone notices and mentions your efforts. A boost in morale increases engagement, and it’s no secret that engagement is the “secret sauce” to increased productivity and heightened performance. Engagement, the primary factor in many positives in the workplace, plays a key role in employee retention. Anything that ramps up an employee’s interest in their duties, their co-workers, the organization’s mission, and purpose will encourage employees to stick around—even when the going becomes challenging.

So, spend time getting the management team on board with the importance of recognition. Offer training in noticing, acknowledging, and appreciating efforts, attitudes, attention to detail, how employees care for their patients, how they treat their co-workers, etc. Help them to tune into how their team responds to recognition. Meet regularly with the management team to hold one another accountable and continue improving efforts to create a culture of recognition. Task those with a creative nature to brainstorm out-of-the-ordinary expressions of appreciation, aiming toward more personal and personalized.

Remember, it’s not just the management team who should be urged to acknowledge the efforts of the staff. Encourage employees at every level to be part of a culture of recognition—something that will be easier to do when workers see the value of recognition modeled in their relationships with management. Whether via a supply of “Give your co-worker a shout out!” feedback forms in the break room or a handy mobile app that collects peer-to-peer accolades and appreciation, these simple means of collecting and sharing recognition will build up the team and boost retention.

Make authenticity the guiding force. Lead by example. Right from the beginning, get each employee on board. Listen to their concerns, be receptive to suggestions, and leave no doubt that recognition matters.