move up the ladder but are unable due to their education level and lack of

Move up the ladder but are unable due to their

This preview shows page 8 - 11 out of 14 pages.

move up the ladder but are unable due to their education level and lack of funds to pay for more education. Organizations who offer tuition reimbursement programs offer hope and promise which helps employees engage and buy-in to their company and its values. Another current trend to raise employee engagement is an employee wellness program. Healthcare organizations know the importance good health among their employees plays in the success of a company. These programs focus on both physical and mental wellness, offering incentives for healthy habits and overcoming certain health-related issues. According to an article in Becker’s Hospital Review, “Some 67 percent of employees said participation in wellness programs increased their engagement in their employer’s mission and goals” (Gooch, 2016). The study also stated that employees involved in their company’s wellness programs reported they had improved fitness and overall happiness and well-being (Gooch, 2016). Many caregivers at my organization have stated that they chose to work at PSJH because the company offers both a wellness program and tuition reimbursement which ranked near the top of their list in important benefits, more than actual pay.
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PRINCIPLES OF ORGANIZATIONAL PERFORMANCE MANAGEMENT 9 D1: Relationship Employee engagement and healthcare quality go hand in hand. “One of the markers of high employee engagement is that employees have clear, measurable goals that allow them to understand how their performance drives success for the organization” (Reed, 2019). Nurse leaders know this and are tasked with finding ways establish and maintain this vital relationship. The nurse leader’s understanding that caregivers, consciously or not, value the indicators of patient safety, performance, and quality care, is invaluable. The leader also knows that those values directly affect employee satisfaction and engagement but also know that employee satisfaction and employee engagement are not the same. Engaged employees behave differently in the workplace. For example, Jerry Stone (2017) says that “an engaged employee: Makes eye contact with patients, genuinely smiles, and welcomes them. Escorts patients to their destination or helps family members find their loved ones. Listens to a patient, unrushed, and answers every question regarding medication and discharge orders. Rounds on patients one last time before their shift is over. never forgets to wash their hands. makes fewer mistakes. puts patients first” (para. 3). Each of these actions are proven to decrease patient harm which directly increase patient safety. In order for healthcare organizations to make a difference in their quality, senior leadership must
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PRINCIPLES OF ORGANIZATIONAL PERFORMANCE MANAGEMENT 10 recognize these and “show employees they are valued as contributors to foster a true sense of empowerment” (Stone, 2017, para. 6). D2: Current Tools As trends change, so do the tools used to evaluate and affect change within an organization. “Employee engagement is one of the top variables correlating to mortality,
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