Written by Bev Jenkin Friday, 02 July 2010 17:00

Throughout my career in healthcare I have watched changing trends, but one essential component in our field has never changed – the need for strong Human Resources Development protocols.  Now with the hard economic times we are living in, HR skills are more important than ever.  You constantly hear about building a strong Team, and how critical teamwork is, but we rarely have the time to sit back and determine how or where to begin doing this, or make time to implement the steps to accomplish the task.  Many managers/administrators put great effort and expense into attracting the right employees to fit into their company, then once they’re there, become comfortable with the individual s,  and fail to continue the human resources processes because of the demands and time constraints of their own positions.  Having an easy to follow, written reminder that we scan over quickly before beginning the hectic workday is a great way to start the focus of showing your employees that they are a Team that can work together cohesively to improve productivity and enhance their job satisfaction.

Below is brief overview of 4 major components to the TEAM approach:

T – TRAINING

Be sure that each member of a division (i.e. clinical, administrative, supervisory) is cross-trained to be able to “pinch-hit”, if not fill in for an extended period of time, for every other employee in that division.  Employees will complain a lot less about having to cover someone else’s position if they don’t feel they will be inadequate at doing so.

E – EDUCATION

Healthcare is an every changing, rapidly growing business.  What skills and knowledge were standards 6 months ago, and sometimes 6 days ago, may no longer be.  Continually educating staff of the changing climate of healthcare is critical to stay competitive in today’s market.  Speak to your healthcare consultants, your office supply company representatives, your payroll companies, your drug company representatives, your durable equipment supplies, your collection agency representatives, etc, to see what free continuing education services they offer.  Then, schedule a “lunch and learn” once a month and have them come in and provide quality education to the staff.

A – ACCOMPLISHMENTS

Remember that praise and recognition can go a long way in helping to retain quality employees.  We cannot always give the monetary incentives we know they so well deserve; however, we can show appreciation in other small ways.  Set up an “Employee of the Month” award for any employee seen going above and beyond for their co-worker(s) or customer.  Offer a prime parking space and small gift card as motivation.  Recognize time-in-service by giving a framed certificate and bouquet of flowers on five year anniversary increments.  Saying “Thank You” for a job well done can really boost one’s morale.

M – MENTORING/MANAGING

Never lose sight of the fact that as a Team Leader your job is to shepard, or steer the people you are responsible for, in the right direction.  You set the standards of treatment in your company and you set the example of acceptable behavior.  The people who report to you should be able to view you as a professional whose words and actions display the core values of the company. 

The strongest and best leaders remember that they are only as strong as their weakest llink.