The challenges of the healthcare industry today require hospitals and health systems to apply all available resources to a strategy toward reducing cost and improving quality. One of healthcare organizations’ greatest resources — and often the key to the success of new initiatives — is their employees. Attracting and retaining skilled employees necessitates a nurturing environment that encourages and rewards innovation through both material and nonmaterial benefits.
While tangible benefits, such as health insurance and compensation, are important to employee satisfaction, what may be more important are intangible benefits, such as respect and recognition. “It’s not about the money,” says Paul Spiegelman, founder and CEO of BerylHealth, a company focused on the patient experience. “People want to feel valued.” In fact, most of the following pillars of success involve abstract concepts that, while difficult to define, may ultimately separate a “good” workplace from a “great” one.
What do you think of her ideas? Do you agree? Please share your comments.
Here’s a short, (less than 2 minute), video by Patrick Leniconi wll known expert on teamwork and author of many books including “The 5 Dysfunctions of a Team.” Check out what he has to say about the two key words to keep in mind when hiring for great teams.
In one of the recent studies on the health benefits of social relationships, published earlier this year, researchers provided evidence that social ties and increased contact with family and friends are associated with a lower risk of death in young women with breast cancer. Another presented a similar conclusion with respect to surviving heart surgery. What’s more, a 2010 meta-analysis of 148 other studies showed that social connection doesn’t just help us survive health problems: the lack of it causes them.
How are your social relationships going? Are you giving them the attention and nurturing that they need? Or, is this what you tend to let go when you “get busy”?
- Take a serious look at the health and your satisfaction with your current social relationships. Are you getting and giving what you need from your friends, family, and significant others?
- Rate this current state on a scale of “1 – 10” with “1” being “almost non-existent” and “10” being “couldn’t possibly be any better.” Where are you today?
- If, for example, you say you are currently at a “4”, think what can you do within the next two days to move the level to a “4.5” or a even a “5”? Then let us know, (if you are brave enough),what you are willing to do and how it worked ou
Results are everything—but not the results you might think. Check Out this excellent Jeff Hayden article for INC.
I think he has it nailed. How about you?
Do you do these things? Have another opinion? Have additional ideas?
If, so please share with us in the “Comments” section.
According to this recent Small Giant Comnumity Article there are four keys to a great hire, which is the foundation of a great culture:
• Know Who You Are
• Cast Your Net With Familiarity
• Let Hiring Reinforce Your Values
• It’s So Hard to Say Goodbye (But it shouldn’t be)
What do you think? How good are you at hiring for the desired culture?
Here’s some really wonderful news! In a sea of bad news, and negative information, it’s great to hear about some people who really have the resources to make a difference stepping up and doing so.
Peer pressure and encouragement can really make a world of difference and Warren Buffet has the concept. Thanks Warren!
For the full article read below:
- Have you thought recently how you can be making a difference? It’s good from time to time to re- evaluate how you are spending your time, your talents and your resources or access to resources.
- Take the time to schedule a “possibilities” session with yourself. (Actually put it on your calendar so that it really happens.) How are you uniquely able to have a bigger impact? What things could you let go of to make space for that to happen?
(Let me know what you come up with.) 🙂