From the September 2021 issue of HealthCare Business News magazine

Recognize greatness - The old school of thought, and one some managers still embrace, goes something like this: “I do recognize my employees. Every two weeks. It’s called a paycheck.” Not only is this an incredibly dated concept, it’s also potentially damaging to employee morale and retention. Human beings are hardwired for praise. Recognition is the cornerstone of our self-esteem. When we feel valued and appreciated, when our work is acknowledged, it motivates us and provides us with a sense of accomplishment. Employees who receive validation from their managers understand their value to the company and how they contribute to success. Of course, recognition shouldn’t be doled out just “because”, employees should earn it. But as managers, it’s incumbent upon us to look for contributions we can recognize and offer our sincere appreciation and adulation.

Embrace transparency - If you want employees who believe in the company’s future and who trust their managers to do the right thing, transparency is vital. This might mean managers have to dismantle the “hierarchy of communication status quo” and build a new pipeline to ensure strategic decisions aren’t kept a secret. No employee should ever be told of a new policy and wonder, “Why are we doing this?” Let your team know you respect and value their input by asking them for it before making decisions that will impact them. Keep in mind, transparency isn’t limited to corporate processes. It also involves honest and frequent feedback about performance. As an added bonus, I’ve found transparency not only builds trust, it removes barriers to innovation as well.


About the author: Amanda Hansen is the president of Advanced MD.

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