Recruiting and retaining highly qualified staff is likely your top priority. In most cases, how much you care about your employees’ well-being matters to them as much as increased pay and benefits. Here’s how to effectively communicate your care and concern.

The percentage of employees who felt their company cared about their overall well-being reached its peak (49%) in 2020, following changes made in response to the pandemic. When companies communicated a clear plan of action in response to COVID-19, employees felt valued and appreciated. Likewise, when you kept your team informed about what was going on with practice changes required because of COVID-19, your employees also felt cared for. In essence, this higher level of communication displayed an expression of genuine care and concern for the employees’ health, family, and general well-being.

Unfortunately, a more recent survey by Gallup of over 15,000 U.S. employees in February of 2022 revealed that the percentage of employees who felt their organization cared for their well-being has plummeted to less than 25%, the lowest percentage in nearly a decade. The ongoing COVID-19 spikes, combined with higher resignation rates, made it difficult for practices to design and communicate a predictable course of action. This led to declining levels of employee engagement and increased levels of burnout and turnover.

Caring Counts

Why does this matter? If your practice is like most, you’re still struggling to find and retain top-notch talent, even after pay raises, sign-on bonuses, and added PTO and other benefits. It’s critical that your employees feel cared for and valued, because when they do, they’re 3x as likely to be engaged at work, 71% less likely to suffer from burnout, and 69% less likely to actively search for a new job.

What’s more, they’re 5x more likely to help recruit new team members by strongly advocating for the practice as a great place to work. Finally, when they’re feeling valued at work, they’re more likely to maintain a positive outlook.

Showing You Care

Employees’ expectations about work have fundamentally changed due to the pandemic, particularly for younger generations. Below are seven strategies to help you demonstrate your sincere care and concern which will help your practice not only recruit and retain star performers, but also be more profitable.

1. Increase communication – Whether through team meetings or one-on-one, increase communication with employees so you can understand their needs and determine how they can be met while still meeting your practice’s goals. Also, increase transparency by discussing current and potential practice changes with them. Encourage team members to submit ideas and suggestions for ways the practice can foster the team’s well-being which in turn can help the practice grow and prosper.
2. Address employee concerns – Institute a protocol where employees can easily and comfortably submit their concerns and questions to you. Make sure to listen to their challenges and offer potential solutions.
3. Provide continuous feedback on performance – Join the movement away from annual reviews and instead provide immediate feedback on performance to increase its perceived value, particularly among younger employees.
4. Offer accommodations when possible – Offering additional PTO or a switch to a part-time role may help you retain team members who need more time to care for younger children and/or aging parents.
5. Show recognition and appreciation – If you catch your team members doing something right, immediately recognize and reward them. And be sure to share all patient compliments the practice receives with both the individual as well as the entire team.
6. Increase celebrations and community involvement – Most employees desire a higher sense of purpose, which can be achieved by giving back to the community. Also, make sure you celebrate and acknowledge birthdays, work anniversaries, and practice promotions and achievements to boost morale.
7. Increase training and development for personal growth – As recommended last month, offer employees additional training and CE opportunities to improve their job skills, realize their advancement potential, and achieve their goal of self-actualization.