By Amari Henderson, MBA, MLS (ASCP)

The medical laboratory profession can, at times, feel complicated and overwhelming. If we are being honest, many healthcare professions can feel this way when you connect each piece of your job to a living, breathing patient who is relying on you to produce quality work. The major question is: how do you keep a team engaged in a high-stress work environment?

Engaged employees tend to have an emotional connection to their organization, which leads to higher retention and lower turnover rates. Motivation is crucial to employee engagement and overall workplace satisfaction.

Motivational levels are related to job satisfaction and are influenced by factors such as leadership style, financial compensation, and career development opportunities. Studies show that extrinsic motivational factors such as pay, can have a slightly greater influence than intrinsic motivation factors. This highlights the importance of ensuring staff are fairly compensated, consistently recognized, and provided with opportunities for advancement.

Leadership plays a critical role in shaping engagement. Leaders who are supportive, transparent, and actively involved in the work environment contribute to higher motivation levels among employees. Immerse yourself in each part of the work environment, perform regular rounding, and take note of what can be improved. Staff do not want to feel like leadership is placing a temporary “bandage” over deeper issues while attempting to increase engagement but ignoring the major challenges they face daily. Focus on implementing real, measurable changes. Avoid making false promises or simply telling staff what they want to hear. Be open, honest, and accountable.

A lack of recognition and reward can also contribute to low motivation and disengagement. Personalized messages acknowledging staff for their accomplishments can foster a sense of purpose and belonging. Make it a priority to show up to each department regularly and recognize what is going well. Nominate staff for facility-wide awards and highlight their contributions. It also helps to present opportunities for growth such as conferences, continuing education programs, and scholarship opportunities. These opportunities can enhance both their professional development and overall quality of life.

Effective communication is another key driver of engagement. Promote and practice open, honest, and clear communication. Utilizing structured communication tools such as SBAR (Situation, Background, Assessment, Recommendation) can improve clarity and efficiency. Create opportunities for regular one-on-one meetings or check-ins, even if they are brief, to allow employees to voice concerns and feel heard. At the same time, be mindful of information overload, as excessive communication without clear direction can be counterproductive. Regularly gathering feedback from employees is essential to evaluating the effectiveness of engagement strategies and making necessary adjustments.

Finally, provide respect and empathy in all interactions. An employee’s emotional state is closely tied to their level of motivation and engagement. When employees begin to withdraw or feel the need to conceal their identities, ideas, or concerns, they often become disengaged and defensive. This not only impacts morale but can also negatively affect job performance and overall team dynamics. Creating a psychologically safe environment where employees feel valued, respected, and supported can significantly improve both engagement and performance outcomes.

References

Karaferis, D., Aletras, V., Raikou, M., & Niakas, D. (2022). Factors Influencing Motivation and Work Engagement of Healthcare Professionals. Materia socio-medica, 34(3), 216–224. https://doi.org/10.5455/msm.2022.34.216-224

Osborne, S., & Hammoud, M. (2019). Effective Employee Engagement in the Workplace. International Journal of Applied Management and Technology, 16(1), 50–67. https://doi.org/10.5590/IJAMT.2017.16.1.04

Scholarworks, S., & Treadway, J. (2021). Trust-Building Strategies Laboratory Managers Use to Cultivate Trust-Building Strategies Laboratory Managers Use to Cultivate the Engagement of Laboratory Employees the Engagement of Laboratory Employees. https://scholarworks.waldenu.edu/cgi/viewcontent.cgi?article=12703&context=dissertations