The high price of healthcare employee disengagement
A recent study found that across industries and organizations, 65 percent of employees are not engaged in their work. That’s not only disheartening, but scary, especially when we’re talking about healthcare workers.
Overall, the price tag of disengagement is calculated as a $400 billion hit against employers. There is no doubt the health system profit revenue chain depends on employee attendance, retention, and patient satisfaction scores. However, there is something much more important at stake. Nurse disengagement puts patient lives at risk.
We have found that there are three top indicators of mortality risk in the healthcare setting: nurse engagement level, the ratio of the number of nurses to total patient days, and percentage of overtime hours per year, according to a Gallup study of more than 200 hospitals.
But what is engagement? Put simply, it’s an emotional commitment to an employer and its mission. That is obviously an important factor for bedside caregivers, who are called on to offer patients more than experience and education, but the soft skills of compassion and personal attention. The engaged hospital worker listens, is helpful, conscientious about the entire patient experience, and has been found to make fewer errors, such as medication administration.
So how do you, as a healthcare leader, create more nurse engagement and a culture of continuous caring? It’s all about preventing caregiver burnout and putting more control into the hands of those who are charged with carrying out your mission.
The Infor Healthcare Workforce Management Suite streamlines and automates key HR data to keep caregivers focused on the bedside—not administrative tasks. Analytics help identify areas for improvement, and reduce staffing complexity so you can align skills to need and cut down on dissatisfiers such as too much overtime. It can also empower nurse managers to more strategically approach scheduling, and even match those schedules to the wants and needs of individual nurses.
In addition, the Infor Human Capital Management Suite provides employees visibility into the organization’s goals and how individuals connect to those goals. Employees also gain personalized career development plans. This helps tackel two of the reasons employees are not engaged at work.
In the face of nursing shortages, how are you working to ensure you retain and engage your most valued talent?
-Erica Doherty, Human Capital Management Strategy Director, Infor