Want to hire the best talent? Want to keep your best employees from running away? Here are the 2 new types of benefits your company needs to offer. The unemployment rate is at an 18 year low. There are more job openings than unemployed workers to fill them. In other words- it’s a jobseeker’s market. And keeping skilled workers has become a problem for HR departments nationwide.
Higher salaries and comprehensive benefits are a logical solution.
Employee engagement isn’t something you can buy. It isn’t something you implement with shiny new software or bribe into existence with discounted concert tickets. If you want real engagement, you need to build a culture that can sustain it. What does an “engagement-sustaining” culture look like? Here are two key elements:
Working conditions that make it easy for employees to do their jobs.
Employees who have what engagement expert Vicki Hess calls positive “internal beliefs” about their work.
In our last Top 5 interview, we learned the importance of smart, grassroots-up messaging. But if a healthcare marketer posts a blog and there’s no one around to read it, does it make an impact?
(The answer is, unsurprisingly, no.)
So how do healthcare organizations make that impact on patients? What tools and strategies should a healthcare marketer use to get content and care to the people who need it most?
As a company that helps a lot of clients with similar goals, we have the opportunity to spot industry trends. One trend we’ve seen recently: marketing departments are increasingly handling internal communications. Memos and newsletters are rewritten as internal branding. So why do healthcare organizations “market” to their staff? And, once a healthcare organization decides to take the plunge into internal marketing campaigns, what are the best ways to reach the care providers actually walking the hospital floors?