21 March 2017
In today’s job market, employees are learning that they may be able to find other opportunities that fit their career goals. Unless they feel completely satisfied in their current position, your employees may be likely to test the waters for themselves. As a result, employers must step up their retention efforts in order to hold onto talented professionals. While this could mean a myriad of different strategies, todays candidates rank professional development as one of the most important factors in their satisfaction at their job, and even though this isn’t news to most employers, it is often easier said than done. At first glance, professional development usually comes in the form of a promotion. However, more often than not, there isn’t a promotion available for every employee who deserves it. If you’re not in a position to extend a promotion or a raise, it can be difficult to go about offering meaningful professional development opportunities for your employees. If you have a top performer who needs professional development, but you’re unsure of what would be enticing enough for them to stay, go through these steps to show that you’re invested in their growth, regardless of whether a title change is available. Listen Always keep in mind that every employee has different needs regarding professional development, and you can’t treat them all the same. In order to give each employee an opportunity that is meaningful to them, you have to practice keen observation and listening. By being open to ideas and discovering what each employee seeks to learn, you can better adapt your approach to offering them something they really want. Let them take charge of their professional development Once you find out what they’re looking to learn, ask them how they want to go about it. By giving them the responsibility to decide how they learn, they’ll be more empowered to actually complete a course or a new project. So long as they understand the budget you’re working within, they’ll be able to find something that works for the both of you—and they won’t feel like they’re taking on a chore that you’ve assigned. If you don’t agree with a class or project they’ve selected, be sure that you clearly explain why. If the cost is too high, or if you can’t see how it benefits the organization in the long run, they can adjust their goals accordingly if they understand your reasoning. Give them more responsibility While you may not be able to give them the title bump they deserve, you can increase their responsibility to allow them to cultivate some new skills on the job. At the end of the day, professionals will care less about their job title and more about the work they’re actually doing. Once they complete some projects successfully, you can use this as bargaining power if you need to convince your own superior that they are ready for a promotion. Be honest While offering hands-on work and new courses to brush up on skills is still valuable, at some point, your employee will still want to know what that means in regards to a promotion or a raise. Not only is it important to be honest about where they stand in terms of moving up, but it’s important to be honest about how you feel about them being promoted and what might be standing in their way. If it’s something that may not happen for a while, but your employee knows that you are pushing for it, they will appreciate your faith in them, and they’ll be more likely to stay simply because they know that you value the work that they do. Additionally, if you see an obstacle standing in their way, be sure to tell them how they can potentially rectify the situation. For example, if their work is good, but they need to improve their communication skills before they’re ready, be sure that they understand this. Continue fighting for them While there may be only so much you can do, continue trying to offer them what they may be seeking and keep other decision makers in the loop. If you see the value in retaining this employee, express to those decision makers why it is imperative that this employee stays satisfied at the organization. In addition to that, be sure that your employee knows that you’re fighting for them. Once again, simply knowing that you value their work can go a long way.
21 March 2017
It has become clear over the past eight years that the healthcare industry is not only growing, but evolving as well. While the Bureau of Labor Statistics (BLS) projects that the industry will in fact have the fastest employment growth through 2024, it isn’t necessarily in the areas that one would traditionally expect. For example, the BLS projects that employment at hospitals will grow at a slower rate than hiring at outpatient care centers as well as nursing and residential care facilities. According to Greta Haskel, a Director within The Execu|Search Group’s Health Services division, this presents clinical nurses with new opportunities to diversify their experience. “Both new grads and seasoned nurses tend to aim toward the ‘coveted’ med-surge, hospital position without understanding the full scope of opportunities available to them,” she says. “While that is an excellent role, there are a number of different areas that can make you just as, if not more, marketable as a registered nurse. If your goal is to ultimately land a position in a hospital, in many cases, working within different settings can help you gain the experience and develop the clinical skills you need to successfully make the transition.” Here are a few different areas worth exploring: Adult day habilitation: Working at an adult day habilitation center where you could be responsible for a wide range of clinical care, from administering medication to monitoring each participant’s health, can be a great stepping stone in your career. Ambulatory care: From family medicine practices to offices that specialize in dermatology, gastroenterology, or other specific areas, there is a lot of room to explore different specialties. Because this setting allows you to take a very active role in patient care and see a variety of cases, most nurses can leverage this experience to eventually land a position in a specialty of their choosing. Detox/substance abuse centers: Since this is an inpatient setting, this type of role can help nurses develop a strong foundation of clinical skills. Nurses who work at these centers are responsible for everything from intake to medicine management to triage, so this type of experience can transfer well to a hospital position. Residential group homes: Pursuing an opportunity in a group home setting is an excellent way to position yourself for future opportunities with a similar patient population. For example, working in a foster care home where residents need chronic management can be a stepping stone for nurses with an interest in pediatrics. Similarly, taking an opportunity in a rehab facility can help you build experience with an adult population in an inpatient setting. This scenario is particularly similar to the experience you’d gain at a hospital since you’d be part of a multi-disciplinary care team, working in a clinical and care management capacity. Schools: Regardless of whether or not you’ve considered a career in pediatrics, experience in school nursing can help you stand out amongst your peers. Creating a learning environment that meets the physical, mental, and emotional needs of students requires an individual to have strong clinical, organizational, and communication skills—3 qualities that are indicative of a well-rounded RN.