Create a Culture That Inspires Your Employees

How much do you know about your current employees? Sure, you know the position they hold, whether they come to work on time, and who you enjoy being with the most (and which ones you don't). You know who keeps your patients happiest (and which ones don't), and who works well together (or doesn't).

But do you know who's deeply committed to the organization and sees themselves as an extension or the organization?

The answer to this last question is critical because it's what we all want: an employee who has such a great experience with your organization that they're truly engaged in what you're doing and want to be a part of it.

Commit to change.

When you've built an environment that inspires the employee to want to give it their all, you've built a culture that will produce extraordinary results. Getting there isn't always easy; it takes time and effort. When you commit to understanding the current employee experience, and most importantly what employees want it to be, you're making a commitment to change.

No longer will you be able to look at the Employee Opinion Survey results and then move on to other things. No longer will you be able to conduct yearly performance reviews with the relief that it's over for another year. Instead, you'll find yourself consumed with knowing on a day-to-day basis whether the employee experience is meeting their and your expectations.

Start a dialogue.

It begins with having meaningful conversations. First, study your employee opinion survey results. What factors are most highly correlated with their overall satisfaction? With this knowledge, conduct one-to-one conversations with employees where you validate those findings.

Consider if each individual feels that the findings make sense. Look for consistent patterns for your area of consistencies and inconsistencies. After the interview, assemble a team of employees that wants to work with you to make the changes that you hear are needed.

Get to know your employees.

This is also a great time to begin building a personal relationship with employees that will help you to tailor leadership to the individual employee level. These conversations will provide insight into these questions:

• Who wants to be promoted?
• Who needs flexibility because of an unexpected family situation?
• Does everyone really understand the importance and connection of their role toward achieving the greater organizational good?
• Do you really know what they want to get out of their work experience?

For some, work may just be the paycheck, but for a large majority, it's so much more. And you may be surprised to find out what some of those things are.

Perhaps it's the person who wants to be the first person in their family to get a college degree. Perhaps it's the person whose passion is working with underprivileged children in their local community. It's these instances where you can help employees reach their goals with the support of the organization.

Having conversations and acting upon the findings sends a strong message that your organization cares as much for employees they expect them to care for their patients and others-and that can produce great rewards for everybody.
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