small business adviser
by arlene r. krug

Recognition and rewards lead to retainment of valuable employees. That’s especially important in the medical field as the number of people requiring care is projected to increase over the next decade while the number of people providing care will decrease. By the year 2011, 76 million baby boomers will reach retirement age and, due to medical advances, their life expectancies will rise. On the other hand, the numbers of people entering health-care professions have declined over the last two decades. According to national statistics, from 1995 through 1999, there was a 19-percent decline in nursing enrollment. Because of this alarming shortage, health-care employers (and all others wanting to retain the best employees) must take action now! How do I begin? REWARD YOUR EMPLOYEES FOR GOOD WORK! Structured properly, a Rewards and Recognition Program can provide an effective way of encouraging a higher level of performance while increasing company loyalty.

CRITERIA OF REWARDS PROGRAM:
Establish goals: customer service, quality, production, and increased revenues
Identify behavior to be modified: compliance to company policies, i.e. attendance
Include all levels of staffing: support, clinical and management
Monitor and create new rewards on a yearly basis
Communicate goals to employees
Ask for input from your staff. Which rewards are important?

The following examples of rewards were extracted from approximately l5,000 applicant interviews. Some of these may fit your company’s philosophy or personality. Only you can decide which rewards may fit into your organization.

REWARDS:
Verbal praise
Special plaque or award certificate
Additional holiday or personal day off
Social or fitness club membership
Cash substitute: theatre tickets, etc.
Catered lunch for individual or group
Designated parking area for a month
Gift certificates: department stores, spas, etc.
Office remodeling
New office equipment
Educational seminars
Company anniversaries/parties
Wellness program
Cash bonus
Reward a spouse for an employee’s overtime assignment
Reimbursement of seminars
Licensure renewals
Educational allowance
Charity contribution
Dry-cleaning delivery
Time off for volunteer work
Paid expenses for conventions

REMEMBER TO:
Time reward to achievement
Don’t camouflage rewards
Ensure rewards are fair
Explain the value of rewards
Present rewards in public
Establish a vehicle for employees to make suggestions

In addition to a yearly review of policies, procedures and job descriptions, change your perspective by defining work excellence at every job level, and you will gain loyal staffers who love to come to work each day. Discover their motivations. They hold the key to your success.

The goal of every employer is to create a positive, friendly, team-oriented atmosphere where employees look forward to coming to work. It is human nature. People want to be successful and content in their work. As employers, we should accept responsibility for creating this atmosphere. When you build a team of motivated and rewarded employees, it is an opportunity, not a burden. You will retain the employees whom everyone else seeks!

Arlene Krug is President of Medical Employment Directory Inc., a permanent-recruiting and temporary-staffing company specializing in the medical field. She may be reached by phone at 816.756.3445, or you can visit the MED Web site at www.med-search.com