<img height="1" width="1" style="display:none" src="https://www.facebook.com/tr?id=209517142775807&amp;ev=PageView&amp;noscript=1"> Blog post title tag

Richter ShareSource Blog


Posted by Reba Allison, BCP, Director of Human Resources on Oct 26, 2018 1:45:52 PM
Find me on:

Topics: Employee Engagement

Employee engagement is not a human resources thing, it is not a CEO thing, and it is not an administrative assistant thing. In a long-term post-acute care (LTPAC) organization, there should be a multitude of individuals that must become the “drivers” of cultivating sustainable change when it comes to employee engagement. 

AdobeStock_211608533Employee engagement is not a quick fix; it takes time and effort, and most importantly, it takes a commitment from all members of the organization, especially management. Deliberate change is a process that requires insight and buy-in by those who must make change happen.  Employee engagement must be a deliberate, consistent, ongoing process that inherently becomes a way of doing things. 

Your LTPAC organization’s leadership team must first have the insight and tools needed to drive change. Having talented leaders on the team is helpful, but we all know that a good management team is more than the sum of its parts. Good leaders are important, but they cannot act alone. Effective teams must work together.

When department managers come together as a team, the combination of their leadership styles, their competencies, viewpoints and talents affords the group a broad perspective necessary for seeing the big picture. It allows a collaborative effort to define the priorities of the organization / department to ensure sustainable change. However, teams do not become effective spontaneously. Team building is a process that requires deliberate attention and consistent, thoughtful care.

Effective teams work together to establish:

  • Vision, strategy and goals
  • Team processes
  • Role clarity
  • Interpersonal relationships
  • Individual performance

I recommend that LTPAC organizational decision makers start with a commitment to make an investment in a comprehensive assessment tool, like the Birkman® Method, which helps leaders to develop an awareness of their individual behavior and how others interpret it. Equally important is for leaders to have the ability to manage and lead in a way that is well received by others and the ability to effectively communicate during high-pressure moments. Leaders must be well attuned and aware of themselves and their environments, which can have lasting impacts on those who look up to them, and to the group as a whole.

Building a leadership team that has the depth to fully understand the importance of creating and sustaining an engaged workforce is never easy; but if you start with the basics to reach an attainable goal, it is possible.

Contact Richter Healthcare Consultants

Do you have questions about building and nurturing employee engagement throughout your LTPAC organization, or other human resources challenges? Call Richter at 866-806-0799 to schedule a free consultation