This post is Part II in our Employee Engagement Series. Click here for Part I.

Click here for our helpful infographic on employee engagement stats and why they matter to your LTPAC organization.

In order for employee engagement to grow within your long-term post-acute care (LTPAC) organization, employees need to know they are valued, have a voice, and are respected by their supervisor. These basic needs may sound simple to attain, yet many staff members may not feel this way. You can find out how your staff feels through something as simple as an employee survey.

Leadership must inspire, demonstrate and influence others by their actions. Creating a workforce that embodies a sense of belonging and promotes trust and collaboration among coworkers is an attainable goal. 

Where do you begin?

Leaders must first demonstrate that they have a sense of belonging and commitment to the organization. In other words, they must walk the walk, and talk the talk. Ask yourself these questions: 

• Do I readily participate in events associated with the organization?
• Do I make an effort to speak positively while at work?
• Do I make myself available for my staff and others as needed?
• Do I take the time to actually listen to what my staff members have to say?
• Do I demonstrate to others that I am trustworthy?

Once your answer to these questions is yes, truly creating a culture of engagement can begin. Leadership must demonstrate visible integrity, as it is the cornerstone of creating an engaged workforce.

How do you begin?

Effective leaders make employees feel like owners, not staff. Using words like “us” and “we” instead of “they” and “them” helps to create a sense of “ours” instead of “theirs.” Leadership must consistently reinforce the fact that employees are truly having an impact on patients’ lives and enhancing their quality of life. This gives employees a sense of meaning and purpose. 

You should also ensure that as a leader you are not standing above your employees, but with them. Every member of your LTPAC organization should celebrate wins, no matter how big or small.

How do you continue?

Leaders should have consistent touchpoints with their staff to reinforce the organization’s purpose and mission. Something to remember: Your organization’s culture is built on stories. New employees are especially influenced by stories. What they hear from current employees is how they come to understand and know the work environment and organization. Employees readily take in the tales and anecdotes that are shared, and formulate a visual picture of what matters most in the organization. You want to ensure that these stories reflect your LTPAC organization’s mission and values.   

Try this:

Test out an internal mentorship program. Match up each new employee with a current employee who is willing to be involved in the onboarding process. Encourage the mentor to share stories of staff events and the organization’s culture, and ensure that the new employee is comfortable in their new environment.  

Think of the last time you were a new employee in an organization filled with individuals who already had a history and stories. One simple act by leadership to recognize employees early on may be what your LTPAC organization needs to demonstrate that sense of belonging and collaboration to not only new staff, but current staff as well. Pay attention to the small day-to-day opportunities to connect your employees to each other and the journey to ideal employee engagement can begin.

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