Disengagement is endemic in the U.S. Just 32 percent of employees indicated they were engaged in their work in 2015, according to the latest poll from Gallup.
Knowing engagement is a critical factor of an organization's productivity, growth and ability to innovate, leaders across all industries are constantly seeking new approaches and methods to increase employees' satisfaction and commitment to their work. Here, Becker's Hospital Review has compiled 13 articles on employee engagement and strategies for improving it.
1. The danger of labeling people as 'low performers'
In a world where 87 percent of employees are not engaged in their work, it's no surprise that improving engagement is top of mind for many organizations' leaders. Managers can pursue a variety of approaches to increase employees' happiness and commitment to work, but there is one simple, often overlooked change they can make, according to the Harvard Business Review: Change the categories by which you label your employees.
2. 5 leadership behaviors to enhance employee engagement
A disengaged workforce can have significantly adverse effects on an organization's productivity, efficiency and quality of service. Often, disengagement is a symptom of sub-par leadership, but there are several actions and behaviors leaders can adopt to make employees happy and reap the benefits of improved engagement.
3. Leaders: Stop doing these 3 things and improve engagement
I often ask leaders what they could stop doing that would potentially improve the engagement levels of their direct reports. As leaders, we usually spend time focusing on what we need to be doing, not what we need to stop doing, so this is a challenging and powerful exercise. Think about it for a minute. What could you stop doing that wouldn't be missed? What could you stop doing that might actually improve the culture of engagement in your workplace? Here are three ideas to get you started.
4. Employee recognition critical to boosting employee engagement within healthcare organizations
The healthcare industry, which represents the largest and fastest growing segment of U.S. workers, currently faces tremendous human capital challenges due to a labor shortage and high turnover. Medical professionals work in extremely high-stress situations, which help drive an extraordinary turnover rate.
5. Leadership in crisis: Healthcare workers grow more critical of top management post-reform
Tasked with setting strategy and managing its execution, leaders are a driving force behind employees' efforts to be engaged in and remain focused on quality patient care, even as complex new business models impact their workplace experiences. According to a recent Willis Towers Watson study examining the impact of employee perceptions on hospital outcomes, the employee opinions of the tone set by leaders are prominent among the drivers of patient satisfaction and quality of care.
6. 4 quotes from supply chain leaders on improving physician engagement
Procured Health recently hosted a panel to discuss effective physician engagement strategies to produce a more efficient supply chain that improves costs, quality and clinical outcomes.
7. 3 leadership skills crucial for a culture change
Every organization undergoes periods of necessary culture change to promote growth, competition and success. However, changing the culture of an organization is no easy task. The initiative for change requires focus, accountability and consistency, as well as a complete buy-in from the senior leadership team, according to Forbes.
8. 10 most common motivators and incentives for retaining healthcare talent
The majority of employers — 61 percent — use motivators and incentives to attract and retain employees. While such efforts support positive talent development and prevent attrition, only 1 percent more employers are offering these benefits compared to last year, according to Health eCareers' 2016 Salary Guide.
9. Coaching teams to greatness: 5 core management truths
Managing any organization is comparable to coaching a team. In fact, most organizations refer to employees, co-workers and colleagues as their teammates. Everybody has a specific role to play within the larger context of the "game," and there's a shared end goal of winning.
10. 5 steps for dealing with naysayers
Regardless of intelligence, experience and prior success in the organization, perpetual naysaying and opposition is perceived as both annoying and inefficient. While a healthy dose of debate can spur creativity, a team member who is constantly critiquing and challenging the leadership can derail an effective team.
11. What happens when there is too much transparency?
The notion that increasing transparency leads to enhanced employee engagement, trust and productivity has surged in popularity, so much so that some offices have even adopted wall-less, open layouts to reduce barriers between employees. In other cases, CEOs' "open-door policy" has become a literal element of design. But what's at stake when there is too much transparency?
12. How employee trust affects the bottom line
Building a culture of trust — among employees, as well as between employees and the leadership — has a direct impact on a company's productivity and financial performance. Contrary to popular belief, establishing a high-trust culture is not a "soft" leadership skill; rather, it’s a foundational element of successful organizations, according to the Harvard Business Review.
13. Is there such thing as too much employee engagement?
There's no doubt that employee engagement is a crucial aspect of most companies. Not only does it improve workers' overall wellbeing, but it has been proven to increase employee retention and overall performance. But what happens when employee engagement reaches exorbitant rates?