Culture Still Counts

71% of the professionals surveyed in the LinkedIn report said that would take a pay cut to work at a company aligned with their values and had a mission they agreed with.

A healthcare organization’s culture is defined from the inside out and CEO’s as well as all executive leadership are wise to consider how their actions and choices effect the culture and ultimately the patient or client experience.

Invest In Talent And They Will Invest In You

Today’s successful organizations understand that diversity in the workplace isn’t about hitting arbitrary quotas, but rather the key to unlocking innovation and new ways of thinking.

Studies have shown over and over again, that diverse teams perform better. Bringing in the same background and experiences from similarly vetted executives or specialized skills - regardless of their role within your organization - will generally serve to reinforce the status quo. When individuals or teams think the same and share a similar background or education, they’re typically going to offer the same solutions and agree with one another rather than challenging assumptions and bringing new perspectives.

Building A Culture of Inclusion

Talented individuals want to be where they feel like they can thrive and have a sense of expression or involvement.An organization’s culture is delineated from the inside out. Encouraging an inclusive environment where leaders and associates are appreciated and respected for their contributions is a significant factor in talent retention (#worklifebalance #increasediversity #technology).

Remember that job you held in the past where you stayed much longer than you likely should have because you loved your co-workers and were proud to be a part of a great group of people. Having a culture of inclusion can be a deciding factor on whether you retain your great performers and attract new ones.

Today's Emphasis On Values

Healthcare organizations have always placed a premium on consumer or patient perceptions. Today, these same organizations are increasingly finding that their leadership team and employees want to work for a company they can be proud of. One that provides them with a greater sense of purpose.

This is especially true of younger people entering the workforce. Not only do they want the organizations they work for to show more social responsibility, but they also want to see how the work they do is making a genuinely positive impact on people’s lives. In a labor market with low unemployment, people no longer feel like they have to work for a healthcare or technology company that doesn’t align with their principles. This attitude is matched by the desire of consumers to support organizations they believe are socially and environmentally responsible.

To Get Inspired - Recruit Those Who Inspire

One way organizations are learning to be inspired by one-another is through volunteer work and commitments. Encouraging employees to participate in volunteer opportunities with each other will not only foster strong interpersonal relationships between team members but could be an additional factor in attracting and retaining great talent.