Tulsa Medical Staffing | 10 Timely Statistics About the Connection Between Employee Engagement and Wellness

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Tulsa Medical Staffing | Do You Not Need A Better Job?

You are listening to trinity employments, eight player Matchmaker podcast starring your host and the Co founder of Trinity Employment Specialists, Cory Minter. Hi, welcome to the [inaudible].

They’re matchmakers. We, um, are always trying to add value to employers and job seekers alike. And the title of this podcast is tin timely statistics about the connection between employee engagement and wellness. And um, and I think that this is a very timely, um, podcast title because right now, I mean we just did two podcasts talking about how many, you know, there’s like 3.6 million people that quit their job between January and July. That’s an astronomical number. The job market is doing better than it’s ever done in like, I can’t remember if it is 17 or 21 years, but either way, it’s been a long time and now there are more opportunities out there than there are people to fill them in the United States of America by a number of, I think Ethan you said 300,000. Oh, even more than that, whether it’s a 650, 9,000 more jobs than there are job seekers. If you need the best Tulsa Medical Staffing then this is the place to go!

So anyway, this is a very timely, um, thing to be thinking about and talking about, especially if you’re an employer. So what we’re going to be doing is we’re just going to go over some statistics. We’re going to talk about it and um, see if it might have value to you. Before we get started though, we want to remind everybody that we would love for you to refer this podcast to anyone that you think might be, might be of helpful content for them. And um, and we, uh, we have like 64 episodes now, so you go to our website, there’s a podcast dropdown and that’s going to bring you all of the podcasts. But let’s go ahead and get started. Uh, because generally we get started with statistics, but the entire thing is statistics. You want to go ahead and kick us off? Sure. Yeah.

Our first stat comes from Gallop, a study by Gallup. It says that a highly engaged teams show 21% greater profitability than those who are not highly engaged. The report finds that most successful organizations make employee gain engagement central to their business strategy. They give employees clear expectations and provide them with the tools and support to do their best work. And that’s why employees who are engaged, they’re that much more profitable. Here’s some statistics with it. Teams that score in the top 20% in engagement realize that a 41% reduction in absenteeism and 59% less turnover. So when you can get in this engagement, everything is going to begin to fall into place. A mentor man told me this, he said, listen, Corey, you need to remember this when you get your marriage right. Okay? Everything else seems to fall into place, but that’s the key. That’s the foundation. Be sure to contact these guys if you need the top services from a Tulsa Medical Staffing service.

When you get your marriage right, everything else falls into place. All right? This one, when you can get employees engaged, everything else falls. Everything else is gonna fall into place. And so you need, I want to, I want to remind our employers the things that they found were the most important is when they give employees clear expectations, provide them with the tools and support to do their best work. Those are the things that really seem to matter. Yeah. Those employees, I mean, they’re engaged in plays. They’ll show up every day with passion, with purpose, with presence, with energy. And I mean, like we said, with that much better profitability. I mean, as an owner of a company, I imagine when you see that stat, your ears perk up and say, I can make my business that much more profitable. I can make the art business that much more successful than, Oh yeah, well listen it, and you can walk through the office. If you are ready for the best Tulsa Medical Staffing then call these guys now!

Um, and we have a pretty engaged team. But man, I’ve had people where we on knew that they weren’t engaged. And I was like, oh, I’ll do something. I’ll get them interested in doing this work. And, um, you know, I’ve, I’ve, I’ve tried a lot of different things, but you know, I, I did have a, you know, one of the things is providing them with the tools to be able to be great. And one thing that I’ve, I’ve talked to amber about and we’re, we’re going to be implementing, but I learned this from, uh, you know I mentioned in the last podcast I went to meet with the executive team of life church cause they are, um, according to glass door, one of the top 10 places to work in the entire United States. And so I got to learn a lot of really great things that they did there.

One of the things that they did is they, um, they gave employees $150 every quarter to go spend on any kind of training that they wanted to. Um, and they, they ha, they said, listen, please use it wisely. And if you really went out and went and got guitar lessons in your close up magic some magic lessons, you might get a suggestion. Here are some ways that you can use this a little bit better. You know, they did that. They knew the personality of who it was that they’re working with. When you walked on the outside of every desk, they had their Myers Briggs information. This person is a great communicator. They are great organizers. Whatever it was, they were great at. These are some things that they struggle in and so before you walked into their desk you are able to see this is who you’re talking to. Do not waste anymore time because these guys care to help you get the best Tulsa Medical Staffing!

It’s interesting and they just had so many great ideas on on that sort of thing. So I don’t want to go too much into that. But in putting an emphasis in spending money on these things, it’s not a waste of money for sure. Definitely not. Our next one is 89% of HR leaders agree that ongoing peer feedback and check-ins are a key for successful outcomes. I mean a recent risk, excuse me, our recent reports on the importance of employee recognition, they, it finds that very clear and regular feedback is incredibly, incredibly critical. The report also really stressed the importance of what it calls values based recognition. So feedback and recognition should always tie back to a company’s core values and missions. So employees want to be reminded that their work has purpose and it has meaning. Really, at the end of the day, people just want to know, am I winning or am I losing? Please use these guys for the best Tulsa Medical Staffing!

And sometimes, well, I would, I would. I would argue that most of the time people don’t really realize that they’re losing until their yearly review. And so you’ve spent the entire year maybe think and think about how, how devastating this would be if you really thought that you were doing okay and you have a yearly review and your manager finally tells you and they’re like, man, you are horrible. You know, like what I thought I was doing good in a whole, like you smiled at me all year long, Bill, you know, Bill. And so really as managers, it’s really that simple. You need to, you need to be able to know for sure that your employees know if they’re winning or losing. Here at Trinity, I’m not saying that you should do this, but every week everyone knows where they’re at. They know. We tell people this is when you’re making this money, this is when you’re not.

We have a report every week that tells people where our company is, where you’re at. In this company and you know, we don’t do a good job about sitting down a quarterly. Yeah, I think, but um, we’re more bi-yearly. Um, so we’re doing it twice a year, but some of the best companies that I’ve heard about have figured out a system of doing it quarterly. And so I think that’s a really great idea for it. Yeah, definitely. Please call these guys as soon as you can for the best Tulsa Medical Staffing! Our next step is that employees who feel their voice is heard our 4.6 times more likely to feel empowered to perform their best work. What do you have to say about that one, Corey? I love good ideas. I welcome good ideas. I beg people to bring me better ideas. In fact, I’m implementing a new idea today that I don’t know if it’s going to work, but it was a great idea and that’s how you get better.

And so, yeah, I think what most people realize is that if we’re doing the same thing over and over again and we’re not even trying to improve and we’re not willing to take the risk to improve, most people that are pretty smart, they’re realizing, oh man, this is probably not going to go anywhere. It’s not going to be any different next year. And, but for me, I’m always trying to grow and get better. I love ideas. I remember telling you, please right now, before you know our system, your, your ideas are better now. Yeah. I remember you telling me that. And, and that was cool. Coming in. It was a little intimidating, I’ll tell you that. You know why? Like I want to know why. Yeah. Cause I didn’t have any good ideas. I didn’t have like any brand new ideas and I was like, God, no man you can not do that here at the top Tulsa Medical Staffing service!

Like I are, they expecting me to have all these ideas. I don’t have ideas yet, but I think that was me just really wanting to be super successful. And um, I wanted, I wanted really cool ideas. What if, what if I would have said it like this, Ethan, what if I would have said like, listen, if you get frustrated and you just think mean, why don’t they just do it like this? Like would you please come tell me that? Would that have put a lot less stress on that? Yeah, I think. Do you think you would have had an idea? Oh, that’s a good question. I remember I came to you with one idea saying, I think this is silly and I told you it was a horrible idea, but I love that you brought it to me. I brought it to you and you’re like, Hey, I appreciate you doing that. It’s a my idea and here’s why. And you told me why. And I walked out thinking, okay, I was a pretty alright because I told you that I was that blunt cause I suffer from bluntness.

Was I able to make it funny enough and empowering enough to you to bring another ideas or did that stop your thing? No, no, no. I mean you said, um, no, that’s a dumb idea, but here’s why. And you weren’t just like dumb idea, get out of my office, you know? And so you told me why it was silly and I realized, Oh, you’re right. That was me in my newness to recruiting. I’m not fully realizing that that wouldn’t really work very well. You have no idea. I’m glad I am. I mean, I only cried for like 20 minutes really quick. Yo know the, I, I, I think I might change the way that I say that to people. I think that, you know what, for a year and a half, I’ve been sitting on a good idea. I’ve been waiting to find a good idea. Here’s my good [inaudible] bout you.

Well, we, we, we had, we, we have, uh, someone starting new now and I’ve, and I’ve asked them and now they did. They brought some really unique ideas. Um, but you know, I’ll also ask, I said, listen, what I want you to do is I want you to take a pad. This is how I did it. Tell me if you like this or not. Man, am I, I’m having a psychology session. Okay, we’re here for you. [inaudible]. Well, like, so I said, I want you to take a note pad and everything that you think, why don’t they do it this way? I want you to write it down. And at the end of a, of the first three months, once you’ve had a chance to learn our system, those ideas that you think are still valid, make sure that we know those. Yeah. And so we set a meeting for it as well.

Now [inaudible] so and so anyway, that that’s my newer way of doing it. But I, I think I like the idea of presenting it that if you’re, if you think, why wouldn’t they just do it like this? Yeah. Maybe that would take a little bit of pressure off of me. Yeah, I think so. But it’s a good idea, man. What a rabbit. I cheat. I’m sorry. That’s all good, man. So let’s, let’s, let’s move to the next one. Yep. All right. Next one. 96% of employees believe showing empathy is an important way to advance employee retention. Empathy is a really essential part of like emotional intelligence. The, the ability to identify and manage your own emotions and be mindful of, of the emotions of others. That’s so important. And I would say probably equally as important at work as it is with your own family because he spent so much time with your, your work family. Um, yeah. You know, I’ll tell you the, the one thing that I struggled with the most, especially earlier on, just the one thing is when, when people were sick, like genuinely sick. And My, my, my, my opinion when I was younger was, I don’t care if you’re sick, get here to work. [inaudible]

it was horrible. I mean, and um, I’m sure I ran people off with that, that little attitude, but, um, but really not allowing the stress of the day to dictate the way that you react to your employees and really trying to have a heart for reality and life is life, man. I mean, you know, you’ve got, you’ve got to go through that and yeah. I know as a manager, your job is to get the job done anyway, even if your employees are out. But, um, being able to show that good grief. I think people really appreciate it. Oh, definitely. I mean, as an example, um, we had one, one of our coworkers here, Cassie, her dog was hit by a car a couple months ago, four months ago, and her dogs are, they are her or children a, it’s really important to her yet very important to her. So when that happened, she left, she left for the day so that she’d go get that, you know, figure it out, take care of, get that dog to the hospital or whatever it is.

I don’t know. But you know, for me, I was glad that you guys handled it for me. My Dad grew up in a jungle in Peru because my grandparents were missionaries and so most of the pets they had growing up were later food for them. Right. So they’d have like a Monkey, oh, fun monkey. It’s big. Let’s eat it. Right. It’s like growing up. It’s big though. Exactly. So grown up dogs, to me, they were great, but there’s Danimals, you know what I mean? So like, I’m glad that you were able to handle that because to me it’s like, oh, that’s a bummer. So like, are you going to be here for the meeting later? You know? But it, so it’s good to have that empathy and it’s good to recognize people who are different than you are. You know what I mean? Yeah. It really is important and people, people really notice it.

And you need, you need to know how to do that. What’s our next one yet? Yeah. Our next one is disengaged employees costs US companies up to $550 billion a year. 500 and probably from being on the Internet. Holy smokes, I can’t get my daughter off the either for nothing. I can’t imagine what people, you know, you know, and if you’re an employer, all you have to do is just go on to, I mean, you know, you’re, you’re tracking wherever computer’s going anyway. I mean, if you’re, if you’re a decent size company, your it company’s going to do this. Yeah. And so you can go and check and now there’s gotta be some of it. You gotta just know that that’s going to be the case, but you just need to find how disengaged people aren’t really. Yeah, it’s really important. It’s very costly. Yeah, definitely.

Our next one here is 61% of employers of him, sorry, 61% of employees are burned out on the job. We’re Americans. I’ve listened. I’ve learned this with going, you know, I’m going to Brazil this Sunday and you know, Americans, we work really, really hard compared to the rest of the country. You know, I think there’s a Siesta there in the afternoon. You know what I mean? There’s just, there’s just a lot, there’s a lot that you have to take, you have to remember. Um, but I think, I think that it’s very important, um, for you to recognize that, um, you can all, you can a lot of times see it in your a players when they were just crushing it and then it started to deteriorate. And really a lot of that can get solved by giving them a weekend, give them a long weekend, you know, try to figure out something to readjust their day and get them out of the same grind.

And, um, I think you’ll be really glad that you do that. I agree. And it’s really great to hear, man, that you’re giving us a long weekend this weekend. Oh yeah, I see. Yeah. Yeah. Well you can do whatever you want cause I’m not going to be here and I’ll let you deal with amber and it’s scary. We got we gotta we gotta wrap this up. We’re out of time. If Trinity can help you in any way, we would really love to. And, uh, and we, we also have a lot of content on our website@trinityemployment.com or you can just give us a call at nine 186-222-FIVE, eight eight. But either way, please reach out to us. We would be honored to be able to assist you.