What do you do if your employee engagement strategy is neglecting other crucial factors?

If my employee engagement strategy is overlooking other vital factors, my first step is to conduct a comprehensive review of the current strategy, identifying areas where it falls short. Engaging with employees through surveys, focus groups, or one-on-one meetings can provide valuable insights into what's missing or needs improvement. Incorporating a more holistic approach that addresses not just engagement but also factors like work-life balance, professional development, and recognition is crucial. I would then adjust the strategy based on this feedback, ensuring it aligns with both the organization's goals and the employee's needs.

I agree that employee engagement and performance, while interconnected, are distinct areas. Engagement reflects an employee’s emotional investment in their work and the company, crucial for long-term retention and satisfaction. Performance, however, is the tangible output and achievement of specific goals. Maximizing organizational success requires a dual focus: fostering a supportive, motivating environment that nurtures engagement, and simultaneously setting clear performance standards. Equipping leaders with the skills to provide regular, constructive feedback and recognize achievements is essential.

Employee engagement can't exist in a vacuum. For true impact, it needs to be intrinsically connected to the broader goals and values of the healthcare organization. As a pharmacist, I learned this firsthand – patient adherence to medication regimens improved dramatically when I took the time to explain how their individual treatment plan fit into the bigger picture of their health journey. The same holds true for employees. Regularly communicate how their daily tasks contribute to the success of patient care, new digital health initiatives, or operational improvements. When employees feel a sense of purpose connected to the organization's mission, their engagement naturally deepens.

A strong workplace culture acts as the foundation for authentic employee engagement. This is more than just having a 'fun' office environment. I believe it's about creating a sense of belonging, where employees feel valued, respected, and connected to a shared mission. In healthcare, fostering this culture might involve initiatives focused on interdisciplinary collaboration, celebrating both individual and team achievements, or providing opportunities for mentorship and professional growth. Just as a pharmacist builds relationships with patients to improve health outcomes, establishing a culture of genuine support and connection underpins the engagement of healthcare teams.

Surveys are critical but communication before, during, and after surveys are even more important so that employees understand the value of participating in the survey and how the data will be used, and how confidentiality will be maintained. Another important consideration is how often surveys are done. Pulse checks can be helpful at times, but too many surveys with no action in between can actually diminish engagement.

"What gets measured, gets managed" – that old adage applies to employee engagement as well. While surveys are a tool, it's crucial to go beyond just collecting data. As a pharmacist, quantitative analytics on prescribing patterns or inventory levels were only useful when I translated them into actionable insights to enhance patient care. Actively analyze engagement trends, look for patterns in the qualitative feedback, and most importantly, share findings transparently with employees. This demonstrates a commitment to listening, fosters a sense of shared accountability, and allows for continuous improvement of both your healthcare operations and the employee experience.