Staff retention is important for any business, especially in the medical field. How you manage your practice is the biggest factor in high turnover rates. Here are the most common causes of employees leaving.
Needless to say, poor management is a surefire way to make employees unhappy. If subordinates are always being micromanaged by a supervisor, they are more likely to fell inadequate and incompetent to fulfill the job they were hired for.
The reverse is also true. If an employees get little/no feedback on their performance, they become restless and feel like there is no point in completing their tasks because they are unsure of how they’ve been performing. Also, if employees feel they are in a dead-end position with no opportunity for more responsibility or authority, and if they feel like their managers are not invested in their future, they are more likely to be unhappy.
Vague work objectives that do not tell the employees what they’re working towards are just as harmful.
Mismatch between the job and person’s skills.
If the hiring manager has done a poor job at matching an employee with a position that fits their skillset/potential, and if the job outline was not clear to the employee before they accepted the position, they will likely become unhappy or feel lost in that position.
No retention strategies.
One of the easiest ways to make employees feel like the business/supervisors care about them is to have a recognition plan in place. Recognizing employees’ efforts that have gone above and beyond expectations, celebrating work anniversaries or birthdays are just a few of the most common and effective appreciation strategies used today.
It’s also critical that the lines of communication stay open. Employees need to feel they have a voice, that they’re heard, that they’re protected, and that what they think matters. The time to find out there is a problem amongst employees is not during the exit interview.
Mentorship programs is another easy way to remind employees that supervisors are there to help, not watch them fail. This allows employees to go to senior employees with their tasks or problems, bounce ideas around, and learn.
Refine the exit interview process.
Exit interviews should be conducted by someone who is not employed by the medical practice, so the former employee can speak freely, and the interviewer should have medical experience so they can probe more deeply into the employee’s experience at the practice.
The interview should not take place until several weeks after the employee has left to allow them time to have a more objective view of why they left. The exit interview should be standardized, where all employees get the same questions. Every employee who leaves should be interviewed for consistency and accuracy.
The Advantages of Working with Team1Medical Staffing
Over the past 20 years, Team1Medical has moved into the top echelon of medical staffing agencies in the Greater Houston area because of our service, reliability and expertise. So, no matter what type of healthcare professionals your practice needs, Team1 can assist you in finding and vetting them. Call 713-590-2980 or send us an online message to find out why we have earned our reputation as one of the best.