Authors (including presenting author) :
Chung HHY(1), Lau MHL(1), Tam JKY(1), Leung KKL(1), Chau RMW(1)
Affiliation :
(1)Physiotherapy Department, Kowloon Hospital
Introduction :
With soaring demand for public healthcare, Hospital Authority(HA) is facing enormous challenge of manpower shortage due to high rate of staff turnover. Staff retention and human capital strategy are new major strategic directions of HA for coping with the workforce challenge in maintaining service sustainability. Echoing healthcare management literatures or recent Forbes report, new strategies are essential to enhance employee engagement in the growing millennial workforce in maintaining service sustainability.
Objectives :
This project aimed to improve employee engagement, competency and job satisfaction; to increase their sense of belonging and participation/contribution to the department; to strengthen team bonding.
Methodology :
Traditional employee engagement program was often formulated and launched by management. To promote millennial staff engagement with their strength and talent, an Employee Engagement Program was launched as bottom-up initiative in the Physiotherapy Department with millennial physiotherapists taking lead to provide a platform for strength and talent to flourish, and an opportunity for skills and knowledge to sparkle. Structured questionnaire was adopted for program evaluation.
1. Design of innovative and creative program
Millennial staff brainstorm and provide innovative ideas for health education, such as designing workplace relaxation exercise materials for hospital staff in a contemporary and lively way. Innovation and creativity of the new generation are conceptualized in the professional program.
2. Implementation of health educational campaign
The health education program offers millennial staff a chance to take charge of a physiotherapy departmental education campaign, so as to attract staff participation in the promotion of profession and increase their senses of belonging to the department. Through teamwork in program implementation, team bonding would be strengthened with increased cooperation in the team.
3. Work opportunity for nurturing future leaders
Experienced junior staff would take the leading role in the program and provide mentorship support to the newly recruited staff. Knowledge sharing among the generation increases responsibility of future leaders and encourages self-learning for continuous professional development.
Result & Outcome :
The Employee Engagement Program was shown to be effective. All participants(n=15) agreed that the program improved employee engagement and job satisfaction; increased their sense of belonging and participation to the department; strengthened team bonding, and; promoted responsibility and mentorship of future leaders. The findings were in accord with systematic review reported that peer learning addressed professional needs with increased confidence & competence, and staff value within the organization with increased sense of belongings & positive organization culture.
