Regina Temple: Keeping Healthcare Workers Happy

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Regina Temple on the Elements of Worker Retention

According to Regina Temple, prior to the COVID-19 pandemic, hospitals and health systems everywhere were already struggling to manage inpatient capacity overload while additional procedures were already shifting to an outpatient setting. 

Nowadays, hospitals are still reeling from the effects of the pandemic. They are still faced with even greater issues as they address the daily challenges of finding available capacity for an increasing patient population with a higher demand for inpatient healthcare services. Moreover, there is a sharp rise in employee turnover. If a hospital lacked a disciplined management system and an employee retention plan before the pandemic, these new demands on healthcare systems are likely worsening these struggles, says Regina Temple.

Here are some key elements that are essential to keeping employees happy and satisfied.

1. You need to anticipate and plan for the changes in patient volume.

Employees don't like surprises at work. This means that coming up with plans for changing patient numbers is critical to workforce management. Even with the pandemic over, times are still volatile. Hospital volume can still be reasonably anticipated. However, some managers are still surprised. 

A majority of events that drive patient numbers as well as management systems can be anticipated. According to Regina Temple, these events should be incorporated into projected staffing plans. Even when hospital volumes change in the blink of an eye, a lot of last-minute staffing changes can still be avoided. Efficient management systems can recognize these patterns and they quickly respond to the necessary changes needed.  

2. You should let employees have a hand in planning their schedules.

An attractive feature of any healthcare job is a predictable and reoccurring schedule says Regina Temple. Giving employees a voice and a choice in the scheduling process is an effective way of keeping them engaged. There are technologies today that can be used for employees to have a voice when planning their schedules. When employees are engaged and when they feel they have control, they're more likely to stay.

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3. You have to follow up with your current and future staffing plans.

Regularly following up on staffing plans helps make sure workers deliver what they need to deliver on time. Effective scheduling systems don't only measure the outcomes; they can tell a manager how to adjust in order to improve results. Regina Temple also reminds everyone that balancing patient demand with efficient staff schedules is a continuous process. Avoid last-minute schedule changes and give employees a voice in their schedule so they feel better about staying on board.

4. You need to engage with your employees.

Many front-line managers rate difficult conversations, as well as coaching and engaging their teams as the biggest challenges they face. Leadership competencies and skills ought to be an essential component in the recruitment process, especially for front-line leaders. In fact, Regina Temple mentions that leadership skills and technical skills should be considered equally when it comes to internal promotions.

Balance out the coaching on performance and development of staff with recognition for contributions and achievements. Front-line leadership skills include the ability to recognize employee performance and milestones, both personal and professional, to make employees feel valued.

Regina Temple has served in the healthcare community for over 30 years with experiences ranging from for-profit to not-for-profit organizations, unionized to non-unionized facilities, and acute care settings to outpatient centers. Read similar articles on healthcare and leadership from Regina Temple by clicking here.