Issue link: https://beckershealthcare.uberflip.com/i/665044
54 are well-trained, not just in fundamental leadership skills, but also in engagement issues. All good things flow from this pivotal relationship. Don't be "all business." Make personal connections when you can. People want to know leaders care. And the way we show people we care is by letting them know we see them as a person, not just an employee. Ask about their family oen. Know their hobbies and interests. Send birthday cards to their kids. It's really easy (effortless, in fact) to take a few second to make a personal connection with employees — and it's one of the most impactful ways to create the positive supervisor/em- ployee relationship I mentioned earlier. Broach the subject of growth and personal development. Leaders might assume their staff members will come to them and say, "You know, I was thinking about becoming a team leader. How can I get on the management track?" or "I'd like to get certified as a Registered Nurse Anesthetist." But this doesn't always happen. Sometimes even employees who have lots of potential don't see it in themselves — they may feel they're not good enough, not smart enough, too busy or what- ever else. at's why it's up to leaders to bring up the subject of development. Don't wait for them to ask about it. Push a little. You might do it while you're rounding on staff or you might invite them to lunch. Being pro- active in this way shows that you see employees have a lot to contribute and that you care about their future. Encourage mentorship. Mentoring has always been a big part of healthcare. Even when we don't call it by that name, it is the founda- tion of staff development. Unfortunately, when time and resources are scarce, mentoring can fall by the wayside. It shouldn't — research shows employees who are paired with a mentor are twice as likely to remain in their job as those who aren't. I always urge organizations to make mentorship a priority. It engages both the older, more seasoned employee (who feels valued) and the newer employees (who appreciate the wisdom they're gaining). Ask for input. It's impossible to engage anyone by simply impos- ing your will on them. Employees need to feel free to offer up their bright ideas and suggestions for improvement. And this isn't a ploy to make people feel important — the people who do the work often have the best solutions. This makes sense, as they live with the prob- lems day in and day out and have often figured out creative ways to work around them. And it's not just employees who want to give input. Physicians want it, too. When we at Studer Group developed our Provider Feedback System — a system that helps organizations provide data to physicians to get them aligned and motivated — we saw right away that physicians needed to help select the metrics that make up their goals. Seeking and acting on physicians' input makes them true partners. Always ask for input from employees, physicians and leaders. Don't as- sume people will give it unsolicited. You will be amazed at the brilliant ideas and insights you'll hear. Say thank you. (And put it in writing.) ank-you notes are power- ful. Over the years Studer Group has really emphasized this simple, yet amazingly impactful tool to organizations seeking to engage people. I've seen grown men cry over thank-you notes. I've seen people keep notes for decades. I've heard them read out loud at funerals. It's better not to just randomly write notes when you happen to think about it. Instead, hardwire them into your operations, so leaders write a set number of notes each week. Make sure they point out something specific the staff member or physician does well. Handwrite them and send them to the person's home if you want maximum impact. A heartfelt "thank you" really moves people. And it has another benefit — it encourages them to repeat the behavior that earned the "thank you" in the first place. Conclusion Being a great healthcare organization doesn't happen by accident. Neither does engagement. An engaged culture happens by design — the result of an organization that recognizes its advantages and makes a commitment to taking the steps to make it happen. I hope you'll work toward becoming that kind of organization. It's the greatest gi you can give your employees, physicians and the patients they serve. n 1. Halbesleben JRB, Savage GT, Wakefield DS, Wakefield BJ. Rework and workarounds in nurse medication administration process: implications for work processes and patient safety. Health Care Manage R. 2010; 35(2): 124-33. Quint Studer founded healthcare performance improvement firm Studer Group in 2000. Chicago-based Huron Consulting Group acquired the company in 2015, and Mr. Studer resigned in 2016 to better devote his attention to a series of community projects he is leading in Florida and Wisconsin. Before founding Studer Group, Mr. Studer was president of Chicago-based Holy Cross Hospital and president of Pensacola-based Baptist Memorial Hospital; he helped both hospitals improve satisfac- tion, reduce employee turnover and turn a profit. During his time with Studer Group, Mr. Studer was a regular contributor to Becker's Hospital Review, which has identified him as "one of the 40 smartest people in healthcare." He is the author of numerous books, including Hardwiring Excellence and, A Culture of High Performance: Achieving Higher Quality at a Lower Cost. Sell Your Surplus Surgical Inventory to eSutures.com Contact us today to get started! 888-416-2409 • info@esutures.com In only a few days, you can turn excess inventory into usable capital with our streamlined and simple process. For more information, or to begin the bid process, please call 888-416-2409 or email info@esutures.com. Don't let your extra product inventory go to waste! eSutures.com is interested in purchasing your in-date, short-dated and expired products in full selling units, open boxes and even individual, loose units. WE CAN PURCHASE: • Ethicon Suture • Ethicon Endosurgery • Covidien Suture • Covidien Endosurgery • Synthes • Arthrex • Bard • Gore • Masimo • Applied Medical and more!