The Great Resignation
Are you experiencing “The Great Resignation?”
In the face of COVID, nurse burnout, and fatigue, many hospitals currently face staff shortages due to staff resignations.
Nurses are leaving for various reasons—whether they do not feel valued by their managers, think that there is a lack of a sense of belonging or anything in between.
I spoke with Bev Kaye, best-selling author of “Up is Not the Only Way: Rethinking Career Mobility,” about the Great Resignation and how it affects hospitals all around North America. We discussed navigating the turbulent waters caused by the pandemic and culture change.
Over 20 million people quit their jobs in the second half of 2021. Fifty-two thousand healthcare professionals were quitting a month.
Why are people quitting? And how do you fix it?
There are three main reasons why people quit their jobs:
Instead of asking why people leave jobs in exit interviews, Bev came up with an outstanding solution: ask why they stay.
These are the top reasons people stay with their employers:
Employees want to learn. They want to be challenged and have the opportunity to have someone mentor them. Knowing that there is an opportunity for growth is a huge reason people stay in their jobs.
If there is no room for opportunities, growth, or learning, people leave. The Great Resignation begins.
According to Bev, you have a better chance of keeping an employee if someone within the organization mentors them.
It’s harder to walk away or leave when someone looks out for you.
Creating a formal mentoring relationship is also a reward and positive acknowledgment for the mentor. For a mentor, it’s an honor to have someone that listens to them. The problem with that is that mentoring is typically reserved for high-potential individuals. Mentoring should be available to everybody.
Employees leave because they feel like they aren’t appreciated, understood, or respected.
Listening is critical in a healthcare setting.
Bev suggests listening to employees. And a part of listening to employees is noticing the little things. Acknowledging the little things with employees can go a long way for staff happiness.
Saying that you noticed a quick interaction with a patient could speak volumes to an employee—and it takes under a minute to say that.
Culture is the most significant factor that affects an employee’s decision about whether they want to stay or leave.
When you start to build a culture of caring—a culture that listens, acknowledges, and asks questions, you can lift people up. All of these things create a culture that makes people want to stay.
Having that touch of caring—asking a staff member how they’re doing or how their family is doing—can be a healing touch.
The best way to drive success is to ask questions.
Ask a question and wait for the answer. When the answer comes, delve into that answer and ask a second question. Go deeper.
Ask questions like:
Asking the right questions can boost employee morale and make staff members feel appreciated. Every answer helps you get to know each employee a little bit more. Inspire and motivate your employees by showing them that you care. By listening, acknowledging, and asking questions, we can put an end to the Great Resignation.
Everyone's a Caregiver provides education to healthcare workers to improve their patients' overall experience. We understand the time constraints in today's workplace and have customized microlearning videos to help you gain the necessary skills to be a better, more positive healthcare worker.
We provide live training and speaking at events to help hospitals improve employee engagement and their patients' overall experience.
Contact us today to see how we can help, or click here to learn more.
Please visit our YouTube channel for more information on this topic at https://www.youtube.com/user/Customlearningsue.
In the face of COVID, nurse burnout, and fatigue, many hospitals currently face staff shortages due to staff resignations.
Nurses are leaving for various reasons—whether they do not feel valued by their managers, think that there is a lack of a sense of belonging or anything in between.
I spoke with Bev Kaye, best-selling author of “Up is Not the Only Way: Rethinking Career Mobility,” about the Great Resignation and how it affects hospitals all around North America. We discussed navigating the turbulent waters caused by the pandemic and culture change.
How to Navigate the Great Resignation During Turbulent Times
Over 20 million people quit their jobs in the second half of 2021. Fifty-two thousand healthcare professionals were quitting a month.
Why are people quitting? And how do you fix it?
There are three main reasons why people quit their jobs:
- They do not feel valued by their organization.
- They do not feel valued by their managers.
- There is no sense of belonging to the organization.
What Keeps People in an Organization?
Instead of asking why people leave jobs in exit interviews, Bev came up with an outstanding solution: ask why they stay.
These are the top reasons people stay with their employers:
- Development and growth
- Learning and growing
- Relationships with management and colleagues
- Culture
Employees want to learn. They want to be challenged and have the opportunity to have someone mentor them. Knowing that there is an opportunity for growth is a huge reason people stay in their jobs.
If there is no room for opportunities, growth, or learning, people leave. The Great Resignation begins.
The Value of Mentors
According to Bev, you have a better chance of keeping an employee if someone within the organization mentors them.
It’s harder to walk away or leave when someone looks out for you.
Creating a formal mentoring relationship is also a reward and positive acknowledgment for the mentor. For a mentor, it’s an honor to have someone that listens to them. The problem with that is that mentoring is typically reserved for high-potential individuals. Mentoring should be available to everybody.
Acknowledge and Listen to the Little Things
Employees leave because they feel like they aren’t appreciated, understood, or respected.
Listening is critical in a healthcare setting.
Bev suggests listening to employees. And a part of listening to employees is noticing the little things. Acknowledging the little things with employees can go a long way for staff happiness.
Saying that you noticed a quick interaction with a patient could speak volumes to an employee—and it takes under a minute to say that.
Culture: The Biggest Barrier
Culture is the most significant factor that affects an employee’s decision about whether they want to stay or leave.
When you start to build a culture of caring—a culture that listens, acknowledges, and asks questions, you can lift people up. All of these things create a culture that makes people want to stay.
Having that touch of caring—asking a staff member how they’re doing or how their family is doing—can be a healing touch.
Drive Success By Asking Questions
The best way to drive success is to ask questions.
Ask a question and wait for the answer. When the answer comes, delve into that answer and ask a second question. Go deeper.
Ask questions like:
- Why did you join this organization?
- Is it still delivering what you thought it would?
- When was the last time you thought, “I love my work?”
- Where were you?
- What were you doing?
- Who were you with at the time?
Asking the right questions can boost employee morale and make staff members feel appreciated. Every answer helps you get to know each employee a little bit more. Inspire and motivate your employees by showing them that you care. By listening, acknowledging, and asking questions, we can put an end to the Great Resignation.
Everyone’s a Caregiver: Providing Education for Healthcare Workers
Everyone's a Caregiver provides education to healthcare workers to improve their patients' overall experience. We understand the time constraints in today's workplace and have customized microlearning videos to help you gain the necessary skills to be a better, more positive healthcare worker.
We provide live training and speaking at events to help hospitals improve employee engagement and their patients' overall experience.
Contact us today to see how we can help, or click here to learn more.
Please visit our YouTube channel for more information on this topic at https://www.youtube.com/user/Customlearningsue.
