Retention isn’t just about workplace happiness – it’s about noticing the subtle cues of dissatisfaction before they become bigger issues and taking proactive steps to keep your team engaged and motivated
As a practice manager, you may notice signs that a member of your team seems disengaged, even if they haven’t specifically mentioned dissatisfaction. With recent reports indicating that a significant portion of employees – around 70% – are actively considering or passively monitoring other job opportunities, it’s essential to stay in tune with the subtle cues that may suggest a shift in attitudes or intentions.
Understanding Influencing Factors
When assessing the cause of employee restlessness, it’s important to consider external factors. Are there any changes in the healthcare landscape, such as policy shifts, financial constraints, or changes in patient demographics, that could be contributing to your staff member’s feelings? Is this discontent isolated, or do multiple team members appear to be affected by these external pressures? Addressing these broader factors can help you get to the root of the issue.
Share your practice’s vision for the future with your team, including any upcoming initiatives or plans for growth. This could involve introducing new services, expanding the practice, or increasing staff levels. While you should avoid making promises that are difficult to keep, giving staff insight into the practice’s strategic direction can reassure them about job stability and potential opportunities for career growth.
Actively Engaging
Even if an employee hasn’t expressed dissatisfaction, you can still engage them in discussions about their role. Ask what aspects of their work they find most rewarding and where they feel improvements could be made. By doing this, you show them that their thoughts are valued and that their contributions matter. This proactive approach also opens the door for conversations about career development and growth.
Many employees may be interested in expanding their skill sets, especially in areas like technology, artificial intelligence (AI), or other emerging sectors within healthcare services. As these fields continue to evolve, offering opportunities to develop in these areas can help staff stay engaged and motivated. You can explore pathways for training or education in these fields, whether through formal courses, certifications, or on-the-job learning experiences.
Hear Their Concerns and Act
Heavy workloads are a common challenge in healthcare, and they are often a key factor driving staff to consider a career change. To address this, it’s crucial to communicate your plans to manage workloads more effectively. For instance, if the administrative workload is increasing, be open with your team about considering additional support staff or redistributing tasks to share the load. Transparency is essential in showing your team that you recognise the pressures they face and are taking active steps to address them.
Staff disengagement often stems from a feeling that workplace issues, particularly around workload, are not openly discussed or addressed. When employees feel that concerns are ignored or that their voices are not heard, it can lead to frustration and a decline in morale. By fostering an environment of open communication, you can encourage your team to feel comfortable expressing their concerns. When employees understand that their feedback is valued and that their challenges are being acknowledged, they are more likely to stay engaged and motivated. Addressing these issues before they escalate into bigger problems not only improves job satisfaction but also enhances overall retention by creating a culture of trust and support within the organisation.
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