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Topic: Culture

5 Culture Trends for 2022 for Healthcare Organisations

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As the workplace continues to rapidly evolve and organisations struggle to find and keep talent, leaders in the healthcare industry must also focus on planning for an unknown future.

What will 2022 bring for workplace cultures? Here are five workplace trends for healthcare organisations and how you can prepare for them.

Culture Trend #1: Increasing flexibility when possible

 

Whether it’s updating healthcare worksites with additional precautions, going 100% remote for applicable jobs, or adopting a hybrid work model, the reality is that organisations must now offer more flexibility in the workplace. 61% of healthcare employees find flexibility at work to be very or extremely important.

While most healthcare roles can’t be done remotely, flexibility also means letting employees have a voice about what type of work they do where. Research from the O.C. Tanner Institute’s 2022 Global Culture Report found tasks that require focus or creative thinking are easier to do at home, while tasks requiring collaboration and connection are easier and more productive on-site. For example, it may be easier for a clinic supervisor to build the staff schedule while offsite, or for a diabetes educator to draft their upcoming presentation at home.

Chart: Employee perceptions of which types of work are harder or easier to do at home
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Moving forward, employees expect increased flexibility in many aspects of their work lives and will change jobs, if necessary, to get it. But when employees have flexibility in how they work, outcomes improve:

  • 41% higher likelihood of engagement
  • 77% higher likelihood of retention
  • 41% higher likelihood of being a Promoter on the eNPS scale

WHAT ORGANISATIONS CAN DO:

To successfully incorporate flexibility, focus on three key areas:

  1. Consider remote work options when possible. For roles that fit a remote model (e.g., virtual visits or administrative roles), set clear expectations of when and how employees should be available. This ensures they’re reachable but also provides boundaries to prevent burnout. Give guidelines as to what work is best done in the office vs. at home, and why.
  2. Provide opportunities for connection, regardless of location. For on-site employees, create physical space and allow time to collaborate and interact socially. For healthcare employees who are able to work remotely, be sure to check in often and use tools like Culture Cloud to help people stay connected to their teams and the organisation.
  3. Have a solid career development strategy for all workers. In a busy healthcare environment, it can be difficult for employees and leaders to take time to identify growth opportunities. It’s even tougher if some employees aren’t in-person. Ensure managers are providing all staff with ways to practice new skills, work on special projects, and see their progress.

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