Win-Win: Staff Appreciation and Limiting Turnover
By Practice Growth February 21, 2020
People leave their jobs for a variety of reasons, and sometimes, they leave for no apparent reason at all. Among more obvious factors, like pay dissatisfaction and issues with work-life balance, research shows that lack of appreciation and lack of recognition are among the top reasons people cite for quitting. High employee turnover rates can take a toll on a practice - beyond the costs associated with training new staff members; high employee turnover rates can damage employee morale and reduce patients’ confidence in the practice. Here, we’ll discuss practical, effective employee appreciation strategies that your practice can implement to limit staff turnover.
Facilitate Peer-to-Peer Recognition
Appreciation doesn’t always need to come from the higher-ups. Place a box and notepad in an inconspicuous place and encourage staff to leave anonymous notes of recognition when they notice a coworker doing something special or going above-and-beyond to help someone. Take a moment at your weekly or monthly staff meetings to read the notes aloud.
Employ Connection-Building Techniques
In a team, the members work together. They help each other, and when one team member rises, the whole team rises. Encourage that same connection among your practice staff. Coworkers shouldn’t feel they’re competing against each other; they should feel that they’re unified in their failures and their achievements. Consider having staff members shadow colleagues who work in different roles, so they understand how each role is important and connected to every other role.
Listen, Understand, and Act
Ensure each staff member has the opportunity to express their thoughts and feelings, both with the group - at staff meetings, and privately - in one-on-one meetings. Take suggestions and concerns seriously. Ask questions to ensure you understand the issue and work together to find a reasonable solution. Finally, be sure to act on the issue. Make the changes you’ve discussed, and follow-up at some set point in the future to assess the impact of the changes you’ve made.
Pay Attention to Comfort
Observe the work environment and ask questions. If your reception area is near the front door, is your receptionist cold with the door opening frequently? Do your employees have time for washroom breaks or time to get a cup of tea between tasks? Are the office chairs comfortable and ergonomically designed to reduce fatigue and discomfort? Is the break room or staff lounge peaceful and relaxing?
Offer your employees opportunities to grow, by taking courses or acquiring certifications. Help staff in entry-level positions train for other roles, if they’re interested. People are less likely to seek outside opportunities if opportunities for advancement exist within the company they work for.
Say Thank You
We’ll close this article with an easy, no-cost, no-sacrifice technique for making someone feel appreciated: Say thank you! Don’t underestimate the value of verbally expressing your gratitude. A simple “thank you” goes a long way in making someone feel good.
1 ) Borstorff, P., & Marker, M. (2007). Turnover drivers and retention factors affecting hourly workers: What is important? Management Review: An International Journal,2(1), 14-27.
2 ) Gieter, S., & Hofmans, J. (2015). How reward satisfaction affects employees‘ turnover intentions and performance: An individual differences approach. Human Resource Management Journal,25(2), 200-216.
3) Why Appreciation Can Make The Difference Between Employee Engagement And Turnover. Victor Lipman. Acquired December 2019, from https://www.forbes.com/sites/victorlipman/2014/12/26/why-appreciation-can-make-the-difference-between-employee-engagement-and-turnover/