How can healthcare managers ensure staff motivation and engagement?

Healthcare managers play a pivotal role in ensuring staff motivation and engagement within a demanding and often high-stress environment. First, effective communication is essential. Managers should maintain open and transparent lines of communication with their staff. Regularly check in with team members to listen to their concerns, provide constructive feedback, and acknowledge their contributions. Sharing the organization's vision and goals with the staff can help them understand their role in achieving these objectives, fostering a sense of purpose and motivation.

Staff motivation is broadly divided into External and Internal motivation. External motivation deals with motivators that come with the job; for example, remuneration and other benefits, the work environment, safety issues, positive feedback and recognition of achievements contribute towards an employee's motivation. Internal motivation, on the other hand, comes from within an employee. When one feels that a supervisor cares about her or him as a person, providing opportunities for growth, advancement, recognition and responsibility, then the employee feels motivated and will impact on their general output at the workplace. In addition, a good balance of financial and non-financial incentives go a long way in motivating staff.

Conflicts, misunderstandings, rumors, tensions, mistrust ... are the workplace's pathogens. Are you looking for the ideal remedy? Remember, everything is in your hands. Communication is the medicine that cures all diseases. All you need is a whole new approach. Effective communication in healthcare is like oxygen, it gives a breath of fresh air to the healthcare system. As a team leader, putting a smile on your team members' faces will generate more smiles around you. Remember, smiles are contagious. They create an emotional connection with your patients and reassure them. Smiles are powerful!

As a Sales and Marketing head in the field of healthcare the most important aspect is trusting your team. Their job is to get the result to the table. How they do it, are they following the rules of the organization ( that is applicable to everyone else ) is not important. Yes discipline, integrity all of that is necessary but in the long run, micromanagement never works. Sales and Marketing is a dynamic field where the needs of the job will require various out of the regular administrative job guidelines. Hence the rules need to change. Give your team the freedom to function and you will see how they shine. Take responsibility for your mistakes and back them when they make some. This team will never leave your back.

A manager in healthcare sector faces a typical challenge thats uncommon to any other industry. Agreed, any manager has to be an expert at people’s handling, however, in healthcare that perspective is many notches higher. Thats because of the nature of the industry, which deals with human lives that are in distress, now that distress could be for a small ailment like a Cold of Common Flu, or a dreaded ailment like a Cancer. Hence, a healthcare manager has to be many steps ahead of keeping his staff motivated as they deal with emotions day in day out. And the best way is: 1. Know your people 2. Appreciate them 3. Be with them when they make a mistake 4. Keep training & retraining 5. Lead by an example 6. Practice high human values yourself

In my experience, my biggest learning in terms of rewards or recognition is not just monetary or big platform appreciations. Recognitions are most impactful when added with a specific example, instead of a general statement like “he/she is a very good worker” An example of being specific that I have always used: “I saw a customer who was so troubled and confused, but then I saw you (my team member) going to him and helping him even when he had not asked for a help, just by understanding his human psyche, and went all out to ensure its done. So proud of you” Believe me, real time event based recognition is the most motivating and impactful, and thats been a game changer learning for me to keep my team more engaged and motivated!

Science explains it better Studies show that our brain loves rewards, praise and compliments. They stimulate dopaminergic neurons in the ventral tegmental area (VTA) to produce dopamine (DA), a neurotransmitter responsible for positivity, mental focus, motivation, learning, and energy. Recognizing and rewarding your team's dedication, commitment and hard work is the most effective way to make them feel valued and fulfilled.

Chose the right person in the right place, promote them fairly, simplify the process, let them share the ideas, keep rewarding, avoid micromanagement, ignore sometimes, keep rewarding again , stop accusing, be Honest, keep your promises, keep positive challenges between all,be transparent, listen always,creat positive social relationships, sympathy if they have difficulties, don't compare your knowledge against them just give them space to innovative.

nvolvement in Decision-Making: Involve healthcare staff in decision-making processes, especially those that affect their work. When they have a say in decisions, they feel a sense of ownership and commitment. Provide Constructive Feedback: Offer regular, constructive feedback that helps staff understand their strengths and areas for improvement. Encourage self-assessment and self-improvement. Flexible Scheduling: When possible, allow for flexible scheduling to accommodate work-life balance. This shows that you value their well-being. Team Building: Foster a sense of teamwork and collaboration. Organize team-building activities and promote a positive working environment.

A different idea: Healthcare managers can boost staff motivation by implementing a unique approach – the "Personalized Achievement Pathway." This entails creating individualized career development plans for each team member. These plans are akin to treasure maps, guiding staff through a journey of skill-building and professional growth. The managers act as mentors, periodically meeting to assess progress and unlock new achievements. As each milestone is reached, employees earn badges or certificates, creating a sense of accomplishment and pride. It's a professional, yet highly engaging way to ensure staff motivation by aligning their personal goals with the broader mission of providing quality healthcare.

We all know that the cost of employee turnover in healthcare sector is higher than other industries. Patients' health can't wait. Understaffing can dangerously lead to a cycle of high turnover, and when we think of the heavy process of recruiting, selecting, and training new employees, we can only imagine how this may lead to irreversible consequences on patients' lives. That is why implementing and sustaining team empowerment should be a top priority for health system leaders, and this through a participative leadership approach that makes everyone feel engaged and valued, while encouraging a healthy work-life balance. Always remember, everything is connected. Empowering leadership ➡️ Staff satisfaction ➡️ Patient satisfaction

Involving and empowering staff can increase their engagement and retention in healthcare. Managers should ask for their input, feedback, and ideas, delegate tasks and authority, provide resources and support, and create a safe and supportive space for experimentation and learning. This can improve their skills, confidence, and creativity, and make them feel more invested and committed to their work. Biomedical engineering managers in the Middle East may face challenges in involving and empowering staff, such as resistance to change, power distance, and resource constraints. They may need to adapt their strategies to the local context and needs of their staff, and collaborate with other stakeholders.

As a manager, if you want to have a successful execution and implementation of anything, my experience has been, to put the problem in front of your team who are going to execute, and take their suggestions, giving them independent platform to suggest and speak! Some of the best suggestions always come from the ground level, and you might be surprised to have any such ground breaking idea from your team! And irrespective of the fact that you accept their thoughts or suggestions as the final go or not, and put across your idea only as the process to be executed, you will see the execution and implementation being so well taken and so high, that the results will be visible faster than imaginations! Try it, it works! Thats my experience!

Inclusive Decision-Making: Involve your staff in the decision-making Solicit their input and ideas to make them feel valued and heard. Problem-Solving Collaboration: Seek perspectives on challenges and collectively develop solutions. Innovation Opportunities: Foster a culture of innovation, have your team share their innovative ideas- then work on implementing them Delegation: allow them to take more ownership and leadership. Empower them to make decisions within their scope of work. Skill Enhancement: Offer opportunities for training and growth to enhance your team's competencies. Feedback Loop: PDSA. Establish a feedback loop for continuous improvement. Regularly discuss progress, challenges, and opportunities with your staff.

Conflict Resolution: Address conflicts and issues promptly and fairly. Create a safe space for staff to discuss their concerns and work toward resolution. Support Work-Life Balance: Ensure that staff can maintain a healthy work-life balance. Encourage them to take breaks and vacations to prevent burnout. Autonomy and Empowerment: Provide staff with the autonomy to make decisions within their roles. Empower them to solve problems and make improvements. Employee Wellness Programs: Offer wellness programs that promote physical and mental well-being. These can include stress management, exercise, and mental health resources.

From My Point of view through out my career during Team Management or Even Being a Team member of a team. Below is the list. ✅ Ensuring Team is in good health . ✅ Not asking questions instead extending hand if they need help during emergency leave. ✅ Motivating them and thrive for more based on their potential . ✅ If they are sick and alone in town offering any sort of help. ✅ Participating in their festivals and making the moment memorable . ✅ Last but not the least Family should not be ignored and they should check upon them .no matter they are in town or back home. ✅ Timings - follow the timings and give time to family and health. ✅ 0 micromanagement Above never failed me and Team,Infact results were outstanding.

Being a kind leader is like planting seeds of motivation and engagement. By including everyone and setting a good example, managers create a happy workplace, especially during tough times. It's not just a job; it's a chance to make a difference!🤝

When checking in with your team members, check in with the person first and the project or process second. That is essential for fostering positive relationships and a collaborative, trusting work environment. Whether it's asking about their weekend, their family, or how they're feeling, taking an interest in their lives outside of work creates a strong sense of belonging and support. Healthcare is an emotionally and mentally taxing field, and it's important to acknowledge the impact that stress has on your team. Without those one-on-one relationships, your team may not feel comfortable expressing burnout or asking for help.

In my experience, if you don’t know your team, you dont deserve to be a manager, and for sure, the right results are a far cry! But if you spend time knowing your team, thats an investment with million dollar return on investment! Know your team, and be sensitive towards signs of demotivation or shoulders drooping of your troupe! Thats the time to give individual attention, and you will realise, even if you might not have a full blown solution for your team member, but that talk and attention itself pulls the confidence up, up and all for the better, only to become the best!

Goal Alignment: Ensure that individual staff goals align with the organization's mission and objectives. Staff should see how their work contributes to the larger mission. Mentorship and Career Pathing: Create mentorship programs and opportunities for career development. Provide a clear path for advancement within the organization. Performance Recognition: Implement a system for recognizing and rewarding exceptional performance. Offer incentives, awards, or advancement opportunities for high-achieving staff. Healthcare Staff Feedback: Act on feedback provided by healthcare staff. When they see that their input leads to positive changes, they feel more engaged and motivated.

Creating and maintaining a positive culture will help you achieve your goals, and build well-being within your team, which leads to better patient outcomes. A positive workplace culture is like dopamine. It motivates your staff and makes them more productive and passionate about what they do. Happy staff ➡️ Happy Patients

A culture is the most basic vibe you create in your organisation, and its such a strong thing that it can make or break an organisation. One of the best ways to create the best work culture is, lead by an example of being impartial. Its easier said than done, I know many will say, but I have lived that by setting an example always. And one of the best ways for that is, totally disallow backstabbing. Meaning of a team member comes talking ill of other, just ask the person “can you say the same thing in front of her about who you are talking ill?” By this small step, you will stop the backstabbers forever! And this can be one big step among many other steps, when creating an awesomely positive culture!

A positive work culture is crucial. The market is tough and staff have a lot of options. People simply don't want to go to work every day and feel unhappy. So lead with a smile and encourage staff to do the same. Recognize and acknowledge people who are positive. You will be a role model and will be rewarding the culture you want to see.

Patient-Centered Focus: Emphasize the impact of their work on patient outcomes. Connect their efforts directly to patient well-being to increase motivation. Embrace Technology: Use technology to streamline administrative tasks and paperwork, allowing healthcare staff to focus on patient care. Celebrate Milestones: Celebrate personal and professional milestones, such as work anniversaries, certifications, and educational achievements. Lead by Example: Healthcare managers should model the behaviors and attitudes they wish to see in their staff. Set a positive and motivated example.

Psychological safety is most important when it comes to leading your team. They should feel fearless and should consider that their voice is being heard. It is always crucial to listen to what they bring to the table. Their input and feedback can create sense of empowerment and confidence in the team that ultimately fosters culture of productivity.

When your staff become your patients Burnout is a public health crisis. Supporting your team's mental health, by listening to their problems and working together to find effective solutions to turn your workplace into a space for collective growth, has vital impacts on your team's performance and stability. Show your staff you care.

Leadership,and more so Healthcare Leadership,where human force dependency is maximum,both in internal and external customers,its extremely imperative that you work on developing more leaders among your teams. Because when you create more leaders,for them you create: - more enthusiasm - more motivation - more responsibility - more ownership - more hunger to learn - more growth opportunities And in turn,for self,you create: - more focus & time for bigger strategical works - more quality focus - more time for constant introspection for constant improvisations A leader is a real leader only when he or she creates more leaders, and inspires more to become leaders. Thats true essence of leadership

Encouragement of flexible schedules. Continuous training is a worthwhile investment if you want to keep your staff happy and involved in their jobs.When workers believe they are a part of a team where their opinions are valued, they become more engaged. Regular communication with your staff will help them feel more like part of the team. Staff members have amazing ideas, so pay attention to what they say. Encourage employees to take part in activities that are important to them. Managers in the healthcare industry must be able to identify when a worker meets and exceeds expectations. Appreciation and value must be expressed clearly. Employees are continuously inspired by this to take more initiative at work.

Mentorship Programs: helps with onboarding and creates a supportive and collaborative atmosphere. Wellness Initiatives: Recognition Programs: Public recognition can be a powerful motivator. Career Path Development: Create career development paths; providing opportunities for advancement. Cross-Training: makes more versatile staff and keeps their work interesting and challenging. Feedback Surveys: Staff Committees: Form committees to address specific issues for a direct role in shaping the workplace. strategies you choose to deploy should align with the needs and preferences of your staff. Regularly seek their input and feedback to ensure you're addressing their unique concerns and fostering a positive and engaging work environment.