The problem of high labor turnover
is a perennial one in many privately-owned healthcare facilities. Employees leave
their jobs for a myriad of reasons. These include -Job dissatisfaction,
dissatisfaction with Organization, inability to cope with responsibilities, moving
out of the community, health issues, retirement, career advancement/better
opportunities, inability to work with colleagues and superiors, pregnancy and
delivery etc.
Some of these can be controlled.
Others cannot be controlled by you. For example, you cannot stop an employee
from moving out of town to join her spouse but you can do something about an
employee who is dissatisfied with the job.
So, what are the specific things
that you can do to make your organization more employee-friendly and reduce
labor turnover?
1.
Good Work Environment
Most
employees will want to work in an organization that has a very conducive
environment. Employees frequently measure their importance by the quality of
their work environment. If the work environment is shabby, they feel less
important and look for better conditions elsewhere.
2.
Competitive Salaries
It
is important to know what other hospitals are paying so that you can pay your
staff competitively. Your workers’ salaries should reflect the realities of the
society. Before fixing salaries, consider the cost of living, existing labor
laws regarding the Minimum Wage, experience and qualification of personnel, as
well as the income of the hospital. Don’t be seen to be a hard taskmaster who
uses people without commensurate remuneration.
3.
Decision Making
You
should involve your employees in decision making. Involving them will give them
a sense of belonging. They will feel that they are a part of your organization
and plans. It will make it easier for them to stay if they are involved in
planning the future of the organization.
4.
Show Concern
Show
concern in the affairs of your employees. Do not restrict your interactions
with them to work only. Employees are not work tools but human beings who have
feelings and emotions. They need social affiliation as well. Organize
occasional informal gatherings so you can know them better.
5.
“Bonding”
Bonding
is a common practice in public-owned hospitals. It involves sending an employee
for training or further studies at the expense of the hospital. Before the
employee commences the program, he/she is made to sign an agreement stating
that he/she will work for the hospital for a certain number of years after
completion of the training. Bonding will help you to improve employee skills,
improve the quality of your services and retain the employee in the long run.
6.
End of Year Awards
Giving
awards to deserving personnel at the end of each year could have a motivating
effect on your staff. It makes them know that you recognize their efforts.
7.
Stability of Tenure
This
is a principle of management that ensures that your workers see a future in
your hospital. If you lay off/ sack workers based on flimsy excuses be assured
that many will not wait to be sacked. They will leave you before you sack them.
A hospital needs stability of tenure of its workers to grow. Therefore, give your staff the assurance that
they have a future in your hospital and they will remain with you.
8.
Salary Scale
Everyone
wants to make progress in life. People desire to grow in their careers. It is
the same with your staff. When they walk into your hospital as new employees,
they expect to be promoted at certain intervals from one level to another. You
can only meet this expectation by having a salary scale for your hospital. On
the scale, the different levels of hierarchy should be stated and the monetary
value attached to each level should be spelt out. The salary scale will ensure
that your hospital staffs actually see their careers grow in your facility.
They see a future in your hospital and hence desire to stay and reach that
future. Without this sense of progress, they soon get disillusioned and
frustrated and seek to leave the job. Your salary scale may not be based on
what the government pays, but it should be fair and considerate.
9.
Create Opportunities for Growth
Employees
do not only want to earn good salaries. They also want to develop their
abilities, knowledge and skills. It is therefore important that you create
opportunities for them to improve themselves. Examples are training
opportunities, skill development programs and on-the job training/certification
programs.
10.
Exit Interview
Most importantly, you must conduct an exit
interview for anyone leaving your hospital. This is an interview carried out by
the Human Resource Manager when an employee is leaving the organization. The
exit interview is usually done on the last day of the job when most employees
will be honest and frank. The aim of the interview is to help you see your organization through the eyes of
your employees. Specific things to ascertain are their reason(s) for leaving,
how the remaining employees view your leadership and what you can do to improve
your relationship with employees.
See you soon....
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