What makes a good workplace in today’s healthcare?
On the face of it, it’s not hard to guess why some people love their jobs. Competitive salaries, good benefits, positive relationships with coworkers and supervisors. But in healthcare, there’s more to a happy workplace than a nice paycheck or a funny conversation in the break room. Today’s healthcare workers expect- and need– more.
Across all industries, an increasingly mobile workforce and a strong economy have changed the way Americans seek employment. People look for new types of extrinsic and intrinsic benefits in their workplace. Organizations have responded with mature rewards programs and opportunities to help their employees cultivate pride in their work. In the corporate world, providing these new benefits is good business sense. In a competitive, human-facing sector like healthcare, it’s absolutely critical.
The best doctors, nurses, and allied medical professionals have plenty of employment options. Rewards programs and extensive work-life balance packages help healthcare organizations to distinguish themselves from the competition. But these extrinsic benefits can only attract new talent. The best healthcare organizations know that they need to provide certain intrinsic benefits in order to keep their staff performing at their best.
According to the SHRM’s latest Employee Job Satisfaction and Engagement Report, two of the top three conditions for employee engagement are workers’ opportunities to use their skills and talents and the perceived meaningfulness of their jobs. Professional development and leadership programs help medical professionals hone their talents and pursue exciting new career challenges. Employee recognition and engagement programs can help care providers cultivate meaningfulness in their work, even when day-to-day hospital life becomes bleak. And since disengagement in healthcare is a three-headed hydra, healthcare organizations must provide engagement-boosting intrinsic rewards for their staff- or face HR, patient care, and marketing problems.
The best health organizations recognize the importance of new-type extrinsic and intrinsic benefits. Becker’s Hospital Review recently announced this year’s top 150 places to work in healthcare. Each listed hospital or health system offers their staff both types of rewards. One example on this year’s list is Viddler client, Mount Sinai Health System in New York City.
Mount Sinai Health System offers so many extrinsic benefits, they have devoted an entire office to managing them. Discounted services include almost anything from fitness clubs and childcare to dating and real estate. The office also offers discounts on tickets to shows, theme parks, and sporting events, as well as special rates on restaurants, computers, and certain clothing lines.
These enticing extras are designed to help caregivers achieve an optimal work-life balance. But they alone don’t provide the intrinsic rewards medical professionals need to thrive. That’s why Mount Sinai also invests in high-quality professional development and continued education programs through their Talent Development and Learning division (TD&L). By making sure their staff are given opportunities to develop their skills and talents, Mount Sinai ensures engaged workers, healthy patients, and a happy workplace.