Enhancing Engagement in Healthcare through Healthcare Psychology
Maintaining Employee Engagement at Work can be a Struggle.
Now more than ever, it is crucial for dedicated healthcare professionals who impact many lives day in and day out to possess both the tools and the time to effectively tackle stress, burnout, and exhaustion. With more than 50% of physicians and one-third as many nurses reporting burnout symptoms, it is becoming a widespread problem. DirectShifts took the opportunity to know the story of every clinician and share it with our audience to spread awareness about burnout: Mental Health and Burnout in Healthcare (directshifts.com)
As healthcare continues to evolve, there is a growing demand for practitioners who understand the relationship between mind and body. This is why many healthcare organizations today are looking to hire psychologists who can bridge the gap between traditional psychotherapy and holistic healing. Upon entering an organization as a psychologist, it can be difficult for these new hires to find their place in the organization's workflow. In fact, practice settings have become extremely competitive with new practitioners jumping into the market at alarming rates.
To stand out from the pack, healthcare recruiters have to make a concerted effort to attract new talent or risk losing top performers from their current pool of recruiters. To ensure success in retaining your team members, you will need to present opportunities to practice psychology in their local community on a regular basis. That way they will feel like they are helping out others while also having fun with their own work and staying engaged in their personal lives all while providing high-quality care for patients!
Introducing innovation to workplace strategies can make a world of difference as nurses are re-engaged in an effective, practical way. Nurses are undervalued and often underutilized. In some professions, nurses make up a small percentage of the workforce. But in healthcare, they are fully capable of performing many tasks that require a level of competency and proficiency that is beyond their experience levels. Nurse retention strategies recognize this, but too many lack the tools to increase engagement.
The healthcare industry is a challenging one for employers, especially for those located in urban areas. Healthcare facilities are often faced with tight budgets and the need to reduce costs where possible without negatively affecting patient care. Yet, it is important that staff are made to thrive within their environments in order to ensure their retention.
Employers, and extensive health systems, now recognize the market incentives and benefits of hiring nurse practitioners. The Center for Healthcare Quality and Integration that Providence created in 2008 offers a successful model with a comprehensive benefits package and an array of programs designed to engage nurses, recruit the next generation of talent, and help them attain their potential.
Many healthcare organizations have embraced workforce development as an important component of organizational growth and performance. Yet, the question remains how do we get more intentional about workforce development and welcoming people into healthcare that hadn't thought about healthcare as an option before?
Healthcare companies require flexibility and measurable benchmarks in order to achieve desired results. By integrating individual and departmental programs into one total recognition platform, healthcare facilities can easily manage, monitor, and most importantly measure the success of the program as a whole.
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