A happy worker is an engaged worker, and in the healthcare industry, this can make or break a practice. Job satisfaction is the clear goal for keeping a quality nurse practitioner (NP) or physician assistant (PA) on your team. But how do practices go about doing so?
While we here are NP PA Recruiters focus on recruiting and delivering top quality talent to your practice, it will be the responsibility of the clinic to ensure the NPs and PAs are successful and help the company to move forward.
To do so, consider following these steps to keep your staff engaged and motivated. A satisfied team will help to reduce your practice’s turnover while improving patient satisfaction.
1. Empower Your Nurse Practitioners and Physician Assistants
NPs and PAs are an educated demographic, and in most cases, they prefer to work with less micromanaging and supervision. Empowering your staff to handle challenges on their own promotes a mutual respect for all, and in turn, encourages teamwork and productivity.
Nevertheless, you should have some form of management and standards when it comes to correcting behaviors that are harmful to reaching the practice’s overall goals. Treat your NPs and PAs like the professionals they are but don’t hurt your practice’s bottom line either.
2. Adopt Current Technological Advances to Keep Their Workload Efficient
Giving your NPs and PAs the tools they need to succeed is crucial for staff satisfaction. For instance, vein visualization technology helps your employees perform duties like drawing blood or IV insertion with ease. This tech gives your staff the ability to find your patient’s vein, minimizing mistakes and increasing patient satisfaction.
Electronic health records are also a quick way to pull up and store patient history, making your staff’s job much easier and efficient. An easy-to-use EHR system gives time back to your NPs and PAs that would normally be spent on paperwork.
Instead, an EHR will make current documentation about a patient readily available for reference, in turn, making it easier for your staff to meet with patients quicker. Ultimately, this can lead to better Hospital Consumer Assessment of Healthcare Providers and Systems (HCAHPS) survey scores.
3. Create an Employee Reward Program
There are several ways that you can create an effective reward program but one of the most effective is to assign a recognition team. Creating a recognition team promotes team-based thinking and improves interpersonal relationships, all which help to develop an engaging culture in your practice. To create a team, grab a couple of managers that you trust and have them design a rewards system that is based on the core practice goals that you want to achieve.
A goal can be something as simple as a monthly meeting between the recognition team and the various managers to determine who in their respective teams is doing outstanding work. This reminds the managers that commending a job well done creates a positive reaction from their staff, and in turn, gives your managers the confidence boost they need to lead their team to achieve the practice’s goals.
Positivity is contagious, and when you’re working in a clinic, that is definitely one thing you want to spread.
4. Measure and Determine How Your Employees Like to be Rewarded
During the hiring process, make sure your hiring manager(s) issues out a motivational assessment tool to new hirees. This tool provides your managers with the ability to determine whether a new hiree likes to be rewarded for a job well done through praise or through other means.
This tool can even go a little more in-depth to what kind of rewards pique employee interests. It isn’t uncommon for an employee member to shun praise but want a gift card or a good meal at their favorite restaurant instead.
Ultimately, these motivation assessment tools help your employee rewards program and your recognition team.
5. Non-Monetary Forms of Recognition Also Help Show Your Appreciation
While spending a little money to show that you appreciate your employees can make for a positive work environment, refrain from doing so all the time. It can dilute the meaning of the reward for your employee while costing the practice money that can be utilized elsewhere.
Employees can be just as satisfied knowing that they are helping the practice through other means. Implementing an “Employee of the Month” or “Employee of the Year” program can also produce the same results of satisfaction from your employees.
But it doesn’t have to be a once-a-month, once-a-year situation. Instead, take the time to show immediate appreciation by writing a simple “Thank You” card to the employee that did a great job and store it in the employee performance management system.
6. Take These Tokens of Appreciation and Tie Them Into Your Employee Performance Evaluation
Something as simple as a “Thank You” card is an easy and economical way to show your appreciation. This information can then be saved in that particular employee’s “file,” or in the management system, and incorporated into their evaluations later on.
Don’t be afraid to go all out to show that your employee’s efforts are appreciated. Conduct a monthly management meeting that issues out documents like a certificate of achievement, or the likes, which can be later stored—scanned and stored inside of an online database—and taken into account in the employee’s overall performance evaluation for the year.
7. Realize that Employee Reward Programs, Staff Satisfaction, and Patient Satisfaction All Are the Same Means to A Unified End
Looking at the big picture, all these tips lead to the success of your practice. Without a recognition system, your staff will feel unappreciated. If they feel unappreciated, they won’t be as excited to go to work. If they are unexcited, their patients will pick up on that.
In the end, both your staff and your patients will seek out other practices that can give them what they need.
Employee satisfaction begins at the hiring process. At NP PA Recruiters, we’re renowned for recruiting top talent that want to make a difference.
Let’s get your practice on its way to success, one nurse practitioner and physician assistant at a time. Contact NP PA Recruiters today at (956) 772-1400 or (214) 351-3880 for more information on how we can better serve your practice.