Building a great team isn’t just about hiring the right people. Much of your organization’s success hinges on your ability to create a satisfying work environment. While hiring managers need to consider ways to bring in the top talent, they also need to prioritize company culture.

Is your staff motivated? Do they feel engaged with each other and their current responsibilities? These are important questions to ask because employee engagement has a direct bearing on retention. While pay scale is still cited as an important factor in why people choose their position, finding meaningful positions with new challenges rates high in why employees are satisfied in their current jobs or why they would consider taking a new position.

The healthcare industry is seeing a massive increase in the need for qualified personnel. There are simply more open positions than prospective employees. Now, more than ever, healthcare hiring managers need to prioritize their team member’s satisfaction with the position and culture.

Keeping your team engaged is a critical part of maintaining a healthy, satisfying work environment.

Here’s a common scenario: a new employee has a wealth of creativity and goes above the scope of work. After a few months or a year, that same employee only does the bare minimum of their job requirement. Now, in some cases, new employees will go above and beyond to make a good impression. If you see this pattern often, though, it’s a good indication that your organization’s culture is not prioritizing engagement.

Here are some tips to help keep your team motivated:

  1. Ask Employees to Be a Part of the Process. If you’re looking for ways to increase motivation and engagement, no one knows what’s missing better than your employees. You can take a survey, hold a meeting asking for responses, or ask questions about the organization’s ability to foster growth and motivate them during employee reviews. Asking the questions isn’t enough, though. You need to review all answers and find ways to implement changes based on employee feedback whenever possible.
  2. Make Work Life Balance a Part of Your Culture. Today’s employees value a work life balance that was missing from traditional employment models. There are a variety of ways that you can work with employees to make sure that they are able to prioritize their family life. The impact on motivation is often impressive because they can concentrate more fully on work while they’re there.
  3. Make One-On-One Time a Priority. A healthy culture with your team members needs to start from the top down. Employees who get regular feedback from supervisors often stay more engaged in their work. Reviews are a great tool to help assess employee motivation and engagement because they give you an opportunity to discuss performance. It’s also an excellent time to get feedback on things the employee would like from the organization.
  4. Give Employees Recognition. Giving recognition for a job well done doesn’t need to cost anything, but it can make a world of difference in how the employee feels about the job and their colleagues. Making a habit of small pleasantries is a good idea, like thanking people for handling tasks, improving the environment and helping people to feel appreciated. You might also add rewards in the form of small prizes for reaching goals.
  5. Provide Opportunities for Individual Growth. If you want your staff to stay engaged, they need to feel like they’re working toward something. Some people might be more motivated by an overall goal – the ability to contribute to something that they feel strongly about personally. Other employees may respond to opportunities to further their individual training and education. In both scenarios, you’re providing opportunities for your staff to improve personally which also makes your team stronger.

Keeping your staff motivated is something that you need to continuously revisit. Needs can be as individual as people. As your team adds new members, you may find that you need to add creative solutions that help improve the culture for everyone.