This blog post excerpts the HealthStream article, Effective Recognition: The Right Way to Influence Behavior, by Craig Spilker, Head of Product + Engagement, AMPT, and Brad Weeks, Director, Performance Assessment and Development, HealthStream.
Best-in-class healthcare organizations—those that are not only winning the “Best Place to Work” awards but those being acknowledged for high quality, safe, and patient-centered care—are doing so in part because they have recognition-rich cultures in place that bring out the best in their people.
“Recognition is absolutely tied back to employee engagement. A highly engaged workforce is a highly productive workforce that provides a safer environment.” - Eric Barber CEO, Mary Lanning Healthcare, and three-time Great Workplace Award Winner.
These organizations do not rely heavily on monetary rewards or trinkets to show appreciation but instead simply ensure that honest and authentic feedback between all employees is consistent, frequent, and tied back to the organization’s purpose.
Too often when managers and leaders start thinking about how to better motivate employees, the conversation gravitates towards tangible incentives—those things we think employees need to feel more engaged. Unfortunately, when we lead with incentives, we lose sight of what engaged employees want.
It is not erroneous to think employees might need a reward. An individual employee will work for a reward. However, using rewards as the foundation of a recognition-rich culture is not necessary, and can be a deterrent when trying to impact the ongoing performance and drive of an entire team or workforce.
HealthStream Compensation & Rewards Solutions optimize your workforce’s compensation by automating inefficient error-prone processes and promoting a pay-for-performance culture to help retain staff. Interoperable with HRIS, performance, and financial systems, HealthStream Compensation brings your organization a secure, auditable healthcare compensation workflow that results in more accurate compensation decisions, and better allocation of merit and bonus dollars.
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