Employee Engagement in Healthcare
1
IN COMPARING organizations with high levels of engagement and low levels of engagement, the study reveals that institutions with high levels of engagement have less employee turnover, provide better patient-centered care and higher quality of services. FOR HEALTHCARE LEADERS AND POLICY MAKERS, HIGHER LEVELS OF EMPLOYEE ENGAGEMENT MUST BECOME A STRATEGIC GOAL FOR ALL HEALTHCARE ORGANIZATIONS. have strong emotional, rational and behavioural attachments to their job and their organization. They experience pride, values congruence, and job and organizational satisfaction, and they feel enthusiastic and inspired in their work. THE STUDY REVEALS the 5 key outcomes for individuals and the organization at health care institutions with high levels of engagement. ONTARIO HOSPITAL ASSOCIATION (OHA) — NRC Picker Employee Experience Survey (EES, 2012) involved over 10,000 employees in 16 Ontario hospitals. I feel I can trust this organization. I have an opportunity to make improvements in work. The organization values my work. My organization promotes staff health/wellness. Senior management is committed to high-quality care. I have clear job goals/objectives. I have a good balance of family/personal life with work. I have adequate resources/ equipment to do my work. I feel I belong to a team. My supervisor can be counted on to help with difficult tasks. 1 2 3 1 2 3 1 2 3 TRAINING & DEVELOPMENT ORGANIZATION JOB CHARACTERISTICS WORK TEAM 1 OF EMPLOYEE ENGAGEMENT KEY DRIVERS HEALTHCARE EMPLOYEE ENGAGEMENT Engaged and Capable Employees and Physicians Employee and physician health, safety and quality of work-life. INDIVIDUAL OUTCOMES Quality and patient safety Retention, recruitment, and employer reputation. Employee productivity and costs. ORGANIZATIONAL OUTCOMES at institutions with high levels of engagement will be likely to look for a new job in the next 12 months compared to the 50% of employees at institutions with low levels of employee engagement. in organizations with highly engaged employee scored highly on the Patient-Centred Work Environment Scale (PCWE). believe that they are always providing top quality patient-care at organizations with highly engaged employees. at organizations with low levels of employee engagement believe that they are always providing top quality patient-care. ALMOST 70% OF EMPLOYEES ONLY 20% ONLY 1/10 EMPLOYEES DATE PRES. NO. PATIENT HOSP. NO. 46% OF EMPLOYEES at low engagement organizations scored in the lowest quartile of the PCWE score. 40% OF EMPLOYEES The Patient Safety Culture Scale measure the organization's ability to inform and improve upon patient safety. At highly engaged organizations, scored highly on their organization's ability to inform and improve upon errors, near misses and incidents. 2/3 OF EMPLOYEES SYMPTOMS AREAS FOR IMRPOVEMENT Only 17% of employees believed that they had the opportunity to advance in their career. CAREER DEVELOPMENT FOLLOW THROUGH ON FEEDBACK HIRE MORE STAFF PROVIDE MORE SUPPORT Almost 75% of employees feel like they are constantly working in crisis-mode. Only 30% of staff believe that the organization has enough staff to manage the workload. Only 30% of employees believed that senior management act on staff feedback. IMPROVING EMPLOYEE RECOGNITION Only 22% of employees believe that they are recognized for good work. PROVIDING MORE TIME FOR EMPLOYEES BOTH AT WORK AND OUTSIDE OF WORK 22.8% have the time to carry out their work. ALLOCATING ADEQUATE RESOURCES Only 30% have the resources or equipment that they need to do work. TRAINING & DEVELOPMENT SENIOR MANAGEMENT JOB CHARACTERISTICS WORK TEAM HIGH LEVELS OF ENGAGEMENT LOW LEVELS OF ENGAGEMENT From the survey, it can be seen that there are many ways to improve engagement levels. THE TOP TEN drivers of employee engagement fall within the four categories: organization, training and development, work team and job characteristics. ENGAGED EMPLOYEES INFOGRAPHIC BY STUDY BY INFOGRAPH SOURCE http://www.grahamlowe.ca/documents/274/HQ_vol15_no2_Lowe.pdf VISIT WWW.SOAPBOXHQ.COM FOR MORE INFORMATION.
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Transcript of Employee Engagement in Healthcare
IN COMPARING organizations with high levels of engagement and low levels of engagement, the study reveals that institutions with high levels of engagement have less employee turnover, provide better patient-centered care and higher quality of services.
FOR HEALTHCARE LEADERS AND
POLICY MAKERS, HIGHER LEVELS OF
EMPLOYEE ENGAGEMENT MUST BECOME
A STRATEGIC GOAL FOR ALL
HEALTHCARE ORGANIZATIONS.
have strong emotional, rational and behavioural attachments to their job and their organization. They experience pride, values congruence, and job and organizational satisfaction, and they feel enthusiastic and inspired in their work.
THE STUDY REVEALS the 5 key outcomes for individuals and the organization at health care institutions with high levels of engagement.
ONTARIO HOSPITAL ASSOCIATION (OHA) — NRC Picker Employee Experience Survey (EES, 2012) involved over 10,000 employees in 16 Ontario hospitals.
I feel I can trust this organization.
I have an opportunity to make improvements in work.
The organization values my work.
My organization promotes staff health/wellness.
Senior management is committed to high-quality care.
I have clear job goals/objectives.
I have a good balance of family/personal life with work.
I have adequate resources/equipment to do my work.
I feel I belong to a team.
My supervisor can be counted on to help with difficult tasks.
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3
T R A I N I N G &D E V E L O P M E N T
O R G A N I Z A T I O N
J O BC H A R A C T E R I S T I C S
W O R K T E A M
1
O F E M P L O Y E E E N G A G E M E N T
K E Y D R I V E R S
H E A L T H C A R E
E M P L O Y E E
E N G A G E M E N T
Engaged andCapable Employeesand Physicians
Employee and physicianhealth, safety and qualityof work-life.
INDIVIDUALOUTCOMES
Quality and patient safety
Retention, recruitment, and employer reputation.
Employee productivityand costs.
ORGANIZATIONALOUTCOMES
at institutions with high levels of engagement will be likely to look for a new job in the next 12 months compared to the 50% of employees at institutions with low levels of employee engagement.
in organizations with highly engaged employee scored highly on the Patient-Centred Work Environment Scale (PCWE).
believe that they are always providing top quality patient-care at organizations with highly engaged employees.
at organizations with low levels of employee engagement believe that they are always providing top quality patient-care.
ALMOST 70% OF EMPLOYEES
ONLY 20%
ONLY 1/10EMPLOYEES
DATE
PRES. NO.
PATIENT
HOSP. NO.
46% OF EMPLOYEES
at low engagement organizations scored in the lowest quartile of the PCWE score.
40% OF EMPLOYEES
The Patient Safety Culture Scale measure the organization's ability to inform and improve upon patient safety. At highly engaged organizations,
scored highly on their organization's ability to inform and improve upon errors, near misses and incidents.
2/3 OF EMPLOYEES
SYMPTOMS
A R E A S F O R I M R P O V E M E N T
Only 17% of employees believed that they had the opportunity to advance in their career.
CAREER DEVELOPMENT
FOLLOW THROUGH ON FEEDBACK
HIRE MORE STAFF
PROVIDE MORE SUPPORT
Almost 75% of employees feel like they are constantly working in crisis-mode.
Only 30% of staff believe that the organization has enough staff to manage the workload.
Only 30% of employees believed that senior management act on staff feedback.
IMPROVING EMPLOYEE RECOGNITIONOnly 22% of employees believe that they are recognized for good work.
PROVIDING MORE TIME FOR EMPLOYEES BOTH AT WORK AND OUTSIDE OF WORK 22.8% have the time to carry out their work.
ALLOCATING ADEQUATE RESOURCES Only 30% have the resources or equipment that they need to do work.
T R A I N I N G &D E V E L O P M E N T
S E N I O RM A N A G E M E N T
J O BC H A R A C T E R I S T I C S
W O R K T E A M
H I G H L E V E L S O F E N G A G E M E N T
L O W L E V E L S O F E N G A G E M E N T
From the survey, it can be seen that there are many ways to improve engagement levels.
THE TOP TEN drivers of employee engagement fall within the four categories: organization, training and development, work team and job characteristics.
ENGAGEDEMPLOYEES
INFOGRAPHIC BYSTUDY BY
INFOGRAPH SOURCE http://www.grahamlowe.ca/documents/274/HQ_vol15_no2_Lowe.pdf
VISIT WWW.SOAPBOXHQ.COM FOR MORE INFORMATION.
