Introduction
Onboarding employees is an essential measure that can help an individual get absorbed in a working environment. In healthcare, assimilating into a new working environment enables a clinical worker to deliver top-notch duties to patients, ensuring satisfaction. If employees experience a positive onboarding process, 69% will likely stay in the care facility for more than three years. Replacing nurses, technicians, secretaries and doctors in hospitals is costly due to medical centers’ hiring and induction procedures.
Successful Onboarding of New Employees in Healthcare
Formalized onboarding in healthcare involves swift undertaking of various activities. First, the six nurses and four medical practitioners should be welcomed and educated about the natural environment surrounding a given care center. That enables them to have the capacity to predict issues that may come alongside them as they offer medical services (Andi, 2020). For instance, if the place is characterized by high humidity, there is the likelihood that patients will develop feelings of low energy or lethargy; hence, a nurse working must get ways of leveraging the matter daily without complaining.
Second, formalized onboarding may include acclimation, whereby employees’ comfort levels in the new work environment are boosted. That covers taking the new three medical technicians and four secretaries through the company to check factors that may define internal cultures within hospitals or other related care facilities. Formalized onboarding comprises of development of a frequently asked questions (FAQs) list with approximately five or ten questions concerning the delivery of clinical duties in a given medical center (Yawson, 2022). Compiling these FAQs includes detailed answers that can be used as a reference or review for a person during the onboarding process.
Socialization techniques are important activities that may make the new staff feel free in their working environment. For example, during lunch hours, it is vital to organize group tasks such as playing games that include all the new nurses, doctors, medical technicians, and secretaries. Social activities break the boredom and introduce the group to friendship ties that improve collaboration during working hours (Kang & Sung, 2017). For instance, while working in a theatre, the six nurses and the four medical practitioners may fulfill the required processes through consultations with secretaries and technicians. If a nurse fears the doctor on the grounds of appearing incompetent, there is a likelihood that a group liability may occur during the operation.
Established social ties are essential when it comes to improving the level of service delivery. When employees know each other, it’s possible to identify any limiting features when caring for patients in a hospital (Ghannad, 2019). The cultural fit is pivotal since employees feel motivated as they are considered part of the team. Thus, onboarding new medical workers are significant for retaining the staff in clinical departments.
The other recommended practice to onboard new employees is mentorship. Medical personnel with knowledge and expertise are suitable for guiding fresh graduates who join care healthcare institutions to start their career development (González Cánovas et al., 2020). That helps obtain the advanced experience embedded in an employee’s mind as they keep working in the medical offices. While mentoring someone, there is the creation of a one-on-one relationship that gives room for expressing oneself on a plan that may contribute to the success of medical duties. Having a mentor is one of the suitable practices for assimilating a new worker into medical offices (González Cánovas et al., 2020). Clinical and support staff in medical offices require mentorship to preempt any idea that has a likelihood of dragging their work into a new environment.
This paper recommends that nurses and doctors must be mentored to introduce them to new working areas. In this case, hospitals must set workshops that give nurses methodologies for dealing with possible problems while they work (Liz, 2022). Medical practitioners should be formally welcomed by setting acclimation programs that will empower them to know the culture of the workforce in the given facility. The technician and secretaries must be oriented on using healthcare equipment and software that may be new to them and also offer them opportunities to interact with other staff through capacity building.
Conclusion
Onboarding for new staff is a critical concept useful in assimilating individuals into new work environments. In healthcare, new staff working in medical offices can be introduced to their new places of work by socialization techniques, formalized reception, and mentorship programs. The reason onboarding is significant for providing quality medical services is that employees understand the internal metrics required to maneuver their duties. Feeling part of the team in a medical field assists a new employee in getting motivated, which leads to high productivity. Therefore, all healthcare organizations should apply these recommendations to achieve patient and employee satisfaction. Clinical and support staff in medical offices require mentorship to preempt any idea that is likely to drag their work into a new hospital environment. This paper has recommended welcoming of new staff through mentorship and formalized reception that empowers them to have a conceptualization of work metrics as they fit themselves to the organization’s culture.
References
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