10 Ways to Build a Great Culture in Your Healthcare Organization
Your organization’s culture can significantly affect employee job satisfaction, retention, and quality of patient care. That’s why it’s important for healthcare organizations of all sizes to build a culture that values its people, rather than money or profits alone. In fact, a recent LinkedIn survey found that 52% of professionals are actively looking to work for a company whose mission and vision match their personal values. Many employees want to find work that aligns with their core beliefs, which means you want to create a culture that reflects a positive mission and values system.
Here are 10 ways to build a strong culture within your healthcare organization.
1. Create an engaging employee orientation.
Your organization’s onboarding process and training procedures can affect new employees’ first impressions of your culture and overall work environment. Creating a dynamic and engaging orientation can help new employees acclimate to their surroundings and bond with co-workers right away.
2. Start a formal mentorship program.
Employees, especially new ones, often crave feedback and guidance on the job. Consider establishing a formal mentorship program where new employees are matched with experienced ones for a year or longer. Mentorships offer new employees the opportunity to receive ongoing constructive feedback and learn how they can improve their performance prior to receiving formal reviews by their managers.
3. Encourage team-building and collaboration.
The more connected your employees feel with one other, the more satisfied they’ll be with their jobs. Incorporating team-building activities in your orientation and training programs will help your employees create stronger relationships and encourage them to learn from each other.
4. Plan regular social events for your employees.
To build greater employee satisfaction, plan fun social outings or events for your staff to enjoy. Whether it’s a potluck lunch or happy hour, your employees will enjoy activities that help them relax and decompress from work-related stress. The events and initiatives you plan for your staff should be a direct reflection on the type of culture you project to current and potential employees.
5. Focus on employee contributions.
Make an effort to put the spotlight on your employees for achievements large and small. Build positive rapport by creating initiatives to showcase employee achievements whenever possible. This way you reward employees for positive behavior and encourage others to adopt similar behaviors.
6. Lead by example.
Leaders who exemplify positivity will influence their employees to do the same. This creates a culture of idea-sharing and respect, from top management to entry-level staff. The tone set by top leadership will largely dictate the culture that prevails throughout your organization on all levels.
7. Communicate regularly.
Communicating with employees on a regular basis can position your organization as one that cares about its staff and stakeholders. Whether it’s through newsletters, company-wide emails, or monthly meetings, communicating about key decisions and updates will allow your staff to stay informed about your organization.
8. Focus on core values.
To demonstrate commitment to your mission and values, make sure all leadership decisions reflect your organization’s core values. The more you can emphasize your organization’s values, the more respect you can earn from your employees.
9. Encourage an open exchange of ideas.
In addition to regular communication, it’s essential to encourage your staff to contribute their ideas to the workplace. You want your employees to feel comfortable expressing themselves so that positive change can be made where needed.
10. Keep innovating.
No good culture should remain stagnant. Make a point to consistently identify areas of improvement and continue to shape your culture as employee and patient needs evolve. You can help ensure long-term success by adapting your culture as the healthcare landscape changes.
Today’s professionals are more aware of how an employer’s mission and values can affect their workplace experience, which makes company culture critical. Every organization is responsible for communicating its culture so new employees feel connected to the mission and proud to be part of the workplace.