Caution…..the following information may be harmful to your upbeat, positive, professional outlook (that assumes you are not amongst the 50 percent of workers who are generating these survey results):
· Right Management surveyed 900 workers and found that 60 percent intend to leave their jobs in 2010.
· In the 2009 edition of an annual job satisfaction survey conducted for The Conference Board, only 45 percent of Americans said they were satisfied with their jobs (a marked drop from the 61 percent who said they were satisfied in 1987, the first year the survey was conducted).
· Fewer Americans are satisfied with all aspects of their employment, and no age or income group is immune. In fact, the youngest cohort of employees (those currently under age 25) expressed the highest level of dissatisfaction ever recorded by the Conference Board survey for that age group.
· The 2009 Employment Dynamics and Growth Expectations Report said 55 percent of employees plan to change jobs, careers or industries “when the economy recovers.”
· CareerBuilder.com surveyed 4,285 full-time, private sector employees: 40 percent said they had difficulty staying motivated in their current jobs, and 24 percent said they didn’t feel loyal to their current employers.
· The Monster and Human Capital Institute survey revealed 84 percent of employers indicated they thought “their workers were content because they still had jobs.” However, only 58 percent of workers agreed. The same survey found that 57 percent of workers believe employers are exploiting the recession to drive longer hours and lower pay from their workforces
· Finnegan Mackenzie and business network ExecuNet polled 1,627 employed executives and found that more than 90 percent would take an executive recruiter’s call. In addition, more than 50 percent of the respondents said they are already pursuing new job opportunities.
So realistically, what’s a modern, effective, and savvy practice administrator (like you!) to do?
Recognize that this economy, once rife with staff-cutting and budget-cutting, is starting to improve. Healthcare remains the top hiring industry, even during these tough times. It is time to move quickly: increase recruiting efforts; restore pay cuts; increase communications; bring in world-class training and staff development; be very generous with genuine, non-monetary recognition; reward acts of teamwork, positive attitude and professionalism. If you don’t, then you are at risk of losing your top talent as your growth in healthcare marches on.
Be the role model of consistency, professionalism and responsiveness. Employee retention will always and forever be deeply rooted in how well leadership exemplifies these characteristics. “Top down” will always apply. Old school management styles – such as leading by intimidation, threats, fear, lack of communication, lack of non-monetary recognition, turfism, favoritism and negative attitudes – are exactly the reasons most employees quit, but especially Gen Y’ers. Watch – they will be the first to quit! They expect leaders to be just that: genuine leaders. If they get a whiff of hypocrisy within the management ranks, they are gone – and faster than they can text all 1,281 people in their contacts file about you and the company!
Be employee-centric. Patient care replica orologi certainly remains your top priority, but outstanding, empathetic patient care is what drives the profitability of your practice. Patients can readily discern when there has been turnover or are feeling rushed (after waiting 30 minutes past their appointment time) or leave the encounter with your staff with more questions than those with which they arrived.
It makes sense: Satisfied, engaged healthcare employees take exemplary care of patients. In turn, patient compliance and overall health improves. And just like any other consumable service in America today, satisfied patients will tell others about their encounters with you and your staff. Result? Increased profitability.
Lastly, healthcare employees have greater job security than many other industries right now. Thus they will more readily take the chance to switch jobs, even in a difficult economy. And the future for healthcare hiring remains very, very bright. Take care of those who take care of you.
Want your managers to benefit from a content-rich, solution-filled and upbeat training seminar designed to improve productivity and morale WITHOUT tapping the budget?
Kristine A. Sexter is an industrial and organizational psychologist who has devoted over 19 years to studying success and professional commitment. With an extensive background in recruiting, developing, and retaining top talent, Kristine expertly serves the healthcare hospitality and manufacturing industries with acclaimed results. Ms. Sexter is a professional keynote speaker, consultant, and columnist and is the author of six books, including “Rolling Out the Recognition: Employee Retention Strategies for Manufacturers.” www.KristineSexter.com
Return to Articles