l to create career ladders for committed and experienced workers, employees believe that their hard work and experience is worthless.

Stress Among Employees

Educate yourself, your managers, and your employees on how to communicate with each other to create goodwill and teamwork instead of silos or turf wars.

Feeling Devalued and Unrecognized

Find ways to recognize your employees in ways such as team member of the month or most valued player awards. There are lots of innovative ways of doing this if you get creative. Establish formal company-wide recognition programs that reward workers for dedication and high quality of care. Create a pa

In the last article I mentioned the top reasons why employees quit.

Here is a recap:

Poor Pay Rate

Physician or Immediate Manager’s Attitude

Loss of Trust and Confidence in Leaders Often in the Form of a “Ghost” Promotion

Lack of Promotion or Advancement Opportunity

Stress Among Employees

Feeling Devalued and Unrecognized

Stress of Practice

Lack of Communication

Lack of Support or Freedom

Find out how to eliminate these reasons and create a money making machine!

Poor Pay Rate

I have four words for you: Pay a fair wage. Clearly, an organization's pay scale must be competitive within its market to even applicants, but it won't get you very far in developing a top-performing workforce. It's important to realize that most employees are motivated by something other than money. Create an environment that ensures that the employees' needs and desires are satisfied. Then, employees will become and remain loyal, and the organization will begin to realize optimal profit levels. So, pay a fair wage according to the norm in your area. Obviously, link compensation to knowledge and experience.

Physician or Immediate Manager’s Attitude

Capture their hearts. Exemplary leader physicians inspire their teams. They see each employee’s daily work as a vital role in accomplishing the practice's mission. The leader helps the teams to understand that registration and patient-accounting activities are just as important as clinical services.

Loss of Trust and Confidence in Leaders Often in The Form of a “Ghost” Promotion

Do not allow anyone to dangle promotions in front of employees in hopes of motivating them when the promotion is either not going to happen or it will be given to someone else. What motivation you may see is short-lived and will end badly for your profit margin.

Lack of Promotion or Advancement Opportunity

Drive learning. Visionary physicians understand the long-term business advantage of people's collective brainpower. Therefore, they implement invigorating employee-development plans and develop an overall culture devoted to growth. Provide for further educational opportunities. Medical facilities that don’t invest money and time to train their employees send the message that the workers are not valued and are dispensable. Provide adequate orientation for new staff and support ongoing training for long-term staff. This also enhances the quality of care. Create career ladders in the way of providing opportunities for career growth and advancement within the organization as well as across the continuum of long-term care services. If you fail to create career ladders for committed and experienced workers, employees believe that their hard work and experience is worthless.

Stress Among Employees

Educate yourself, your managers, and your employees on how to communicate with each other to create goodwill and teamwork instead of silos or turf wars.

Feeling Devalued and Unrecognized

Find ways to recognize your employees in ways such as team member of the month or most valued player awards. There are lots of innovative ways of doing this if you get creative. Establish formal company-wide recognition programs that reward workers for dedication and high quality of care. Create a pa

market to even applicants, but it won't get you very far in developing a top-performing workforce. It's important to realize that most employees are motivated by something other than money. Create an environment that ensures that the employees' needs and desires are satisfied. Then, employees will become and remain loyal, and the organization will begin to realize optimal profit levels. So, pay a fair wage according to the norm in your area. Obviously, link compensation to knowledge and experience.

Physician or Immediate Manager’s Attitude

Capture their hearts. Exemplary leader physicians inspire their teams. They see each employee’s daily work as a vital role in accomplishing the practice's mission. The leader helps the teams to understand that registration and patient-accounting activities are just as important as clinical services.

Loss of Trust and Confidence in Leaders Often in The Form of a “Ghost” Promotion

Do not allow anyone to dangle promotions in front of employees in hopes of motivating them when the promotion is either not going to happen or it will be given to someone else. What motivation you may see is short-lived and will end badly for your profit margin.

Lack of Promotion or Advancement Opportunity

Drive learning. Visionary physicians understand the long-term business advantage of people's collective brainpower. Therefore, they implement invigorating employee-development plans and develop an overall culture devoted to growth. Provide for further educational opportunities. Medical facilities that don’t invest money and time to train their employees send the message that the workers are not valued and are dispensable. Provide adequate orientation for new staff and support ongoing training for long-term staff. This also enhances the quality of care. Create career ladders in the way of providing opportunities for career growth and advancement within the organization as well as across the continuum of long-term care services. If you fail to create career ladders for committed and experienced workers, employees believe that their hard work and experience is worthless.

Stress Among Employees

Educate yourself, your managers, and your employees on how to communicate with each other to create goodwill and teamwork instead of silos or turf wars.

Feeling Devalued and Unrecognized

Find ways to recognize your employees in ways such as team member of the month or most valued player awards. There are lots of innovative ways of doing this if you get creative. Establish formal company-wide recognition programs that reward workers for dedication and high quality of care. Create a pa

ital role in accomplishing the practice's mission. The leader helps the teams to understand that registration and patient-accounting activities are just as important as clinical services.

Loss of Trust and Confidence in Leaders Often in The Form of a “Ghost” Promotion

Do not allow anyone to dangle promotions in front of employees in hopes of motivating them when the promotion is either not going to happen or it will be given to someone else. What motivation you may see is short-lived and will end badly for your profit margin.

Lack of Promotion or Advancement Opportunity

Drive learning. Visionary physicians understand the long-term business advantage of people's collective brainpower. Therefore, they implement invigorating employee-development plans and develop an overall culture devoted to growth. Provide for further educational opportunities. Medical facilities that don’t invest money and time to train their employees send the message that the workers are not valued and are dispensable. Provide adequate orientation for new staff and support ongoing training for long-term staff. This also enhances the quality of care. Create career ladders in the way of providing opportunities for career growth and advancement within the organization as well as across the continuum of long-term care services. If you fail to create career ladders for committed and experienced workers, employees believe that their hard work and experience is worthless.

Stress Among Employees

Educate yourself, your managers, and your employees on how to communicate with each other to create goodwill and teamwork instead of silos or turf wars.

Feeling Devalued and Unrecognized

Find ways to recognize your employees in ways such as team member of the month or most valued player awards. There are lots of innovative ways of doing this if you get creative. Establish formal company-wide recognition programs that reward workers for dedication and high quality of care. Create a pa

ess advantage of people's collective brainpower. Therefore, they implement invigorating employee-development plans and develop an overall culture devoted to growth. Provide for further educational opportunities. Medical facilities that don’t invest money and time to train their employees send the message that the workers are not valued and are dispensable. Provide adequate orientation for new staff and support ongoing training for long-term staff. This also enhances the quality of care. Create career ladders in the way of providing opportunities for career growth and advancement within the organization as well as across the continuum of long-term care services. If you fail to create career ladders for committed and experienced workers, employees believe that their hard work and experience is worthless.

Stress Among Employees

Educate yourself, your managers, and your employees on how to communicate with each other to create goodwill and teamwork instead of silos or turf wars.

Feeling Devalued and Unrecognized

Find ways to recognize your employees in ways such as team member of the month or most valued player awards. There are lots of innovative ways of doing this if you get creative. Establish formal company-wide recognition programs that reward workers for dedication and high quality of care. Create a pa

l to create career ladders for committed and experienced workers, employees believe that their hard work and experience is worthless.

Stress Among Employees

Educate yourself, your managers, and your employees on how to communicate with each other to create goodwill and teamwork instead of silos or turf wars.

Feeling Devalued and Unrecognized

Find ways to recognize your employees in ways such as team member of the month or most valued player awards. There are lots of innovative ways of doing this if you get creative. Establish formal company-wide recognition programs that reward workers for dedication and high quality of care. Create a partnership. Progressive leader physicians develop energetic communications with employees by sharing the goal-setting, monitoring activities, and creating reward systems that the employees truly value.

Stress of Practice

My entire book discusses this very issue. Need I go on any more about it?

Lack of Communication

Open up communication. Extremely successful physicians establish a strong connection between their employees and the organization. They understand the importance of keeping their employees fully informed about the organization's activities and direction, and also by seeking and incorporating employee input and opinions.

Lack of Support or Freedom

Liberate action. Secure leader physicians give their employees the support and freedom to grow by trusting them to make independent decisions and to act in harmony with Nordstrom's distinguished service principle: "Use your good judgment--there will be no other rules." When you cannot provide the support to every employee, get a coach for your employees. When facilities don’t allow workers to have input into how work is organized, they send the message that employees’ opinions simply don’t matter. To ensure that frontline caregivers have a voice in the workplace, practices can improve RN supervision and support two-way communication at staff meetings.

Discover Why ZERO Turnover is Bad...and What To Do About It in Part 3 of this series.