Employee Engagement – Step1 Consistency

July 30, 2017

Finance and Healthcare



With any type of organization, employee engagement is crucial in creating an environment that will best serve the company and its customers alike. But how can management get employees to be engaged or, maybe just as important, keep them engaged? While we mentioned a number of factors in the introduction, in this article we will focus on one in particular: consistency.

Often times, one of the largest reasons for a lack of engagement is due to employees not being sure what it is they need to engage in. If there is a lack of consistency amongst the general employees, the management or both, it creates a chaotic environment and leads to the employees detaching themselves. This can eventually lead to a variety of problems such as not caring as much about customer care or the general quality of their work. If something like this happens, it can create a whole group of problems internally and externally.

In order to create consistency, an organization needs to start with standards. This rings true whether we’re talking about patient care or administration. If all of the general employees are trained in and are following standard procedures, then there is an understanding of what is expected of them. This creates an environment of understanding amongst employees and between them with the management which means greater patient care.

In addition, creating standards allows for accountability; if everyone knows what’s expected of them, they will understand areas of improvement which ultimately means that they will be doing their very best work. This also goes hand-and-hand with feedback. Often times a person doesn’t know how well they are doing unless they hear from others. When you’re doing a good job and you know it, pride comes easily. Being proud of the work that’s done is a major contributor to employee engagement and is beneficial at all levels of the organization as we will discuss in a later article.

However, this consistency doesn’t just apply to general employees. Management is just as crucial in making sure the right systems are in place to create the ideal environment. Management structure is important as it will make sure the staff are best served. This involves making sure there isn’t too much management, that there is enough to support the staff most effectively and that it is organized in the best way possible. Also, managerial procedure is a major part. Managers and supervisors need to be more than just present; they need to be able to follow a standard amongst themselves and make sure those of lower levels are carried out. By its very nature, this point requires sufficient and perhaps continuous training. Lastly, there needs to be accountability. If the general staff see management doing whatever they want and not following the standard procedures, it can create a toxic atmosphere that can choke out engagement. That being said, procedures and balances need to be put in place and enforced. Again, these points will be expanded on in the proceeding articles.

While employee engagement can’t be created or sustained with just consistency, it plays a major role in getting an organization to that goal. In our next article, we will focus on what other areas an organization can focus on to get to that point.

Step2: Organizational Structure

Author Bio: Judd Humpherys is a consultant in the home healthcare industry. He leverages expertise to drive gains in revenue, reduce tax liabilities, improve operations, development consistent census growth, and comply with all Medicare regulations. Clients attain and sustain outstanding results through the measurement of key metrics and enhanced employee engagement.

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