Improve staff-manager relationships with collaborative scheduling

A healthy relationship between staff members and their manager can positively impact turnover rates, vacancy rates, percentage of sick calls, quality of work and staff satisfaction scores.

With so much at stake, it is critical that healthcare leaders make it a priority to foster strong relationships with their employees. That can be daunting for busy leaders who already feel like they don’t have enough time to cover their duties and focus on quality of care.

However, improving your relationship with your staff might be simpler than you think. In fact, here are ways that a scheduling application can support healthy staff-manager relationships.

Encouraging respectful communication

Eliminating all those phone calls asking staff to work saves time and honors employees’ personal lives. With the right scheduling application, you can notify staff of an open shift with a single tap, and they can just as easily respond if they are available to work.

Staying connected on the go

You no longer need to be at home or near a computer to know what’s going on. With healthcare scheduling applications, you and employees can see up-to-date schedules, receive notifications of open shifts, swap shifts or read announcements – on your mobile device from anywhere.

Promoting participation

When you and your employees have full visibility into your staffing needs, employees are empowered to engage in the scheduling process. Staff members are more likely to fill open shifts when they can easily see what is needed and then volunteer without dealing with a bunch of red tape. That saves you so much time. 

Offering flexibility

Enabling staff to swap shifts with other qualified staff allows them to self-manage life situations or changes that come up. They don’t have to explain their circumstances to their managers, who simply review and approve shift swap requests as they appear. That offers employees some control over their shifts, which can improve job satisfaction. 

Enabling managers to focus on what’s important

Simplifying scheduling and getting staff more involved frees your time to support staff and build a positive culture. It also allows you to spend more time with patients and ensure an overall high quality of care.

It’s easier than you think to adopt cloud-based scheduling. In fact, many solutions don’t require any IT help, and all maintenance and upgrades are taken care of for you. Plus, all that can be bundled into simple monthly pricing that is very affordable and has no hidden costs or surprises.

If you are ready to support a healthier work environment, take advantage of next-generation scheduling solutions. Learn more now.



ABILITY and design® and ABILITY® are trademarks of ABILITY Network, Inc.

Visibility and access are key to making strong, data-driven decisions

Data-driven or evidence-based decision-making is a must in today’s world of staffing and scheduling. We use data to inform decisions, track the impact of decisions, defend decisions, and identify ways to avoid repeating mistakes in the future.

The challenge for most of us has always been that the data required to make the right decisions is rarely easily accessible when we need it. When it comes to scheduling, it is not realistic to expect staff managers to make quick, accurate data-driven decisions when the data is buried in email, paper reports and filing cabinets.

The good news: technology can put that data at your fingertips

Scheduling applications are designed to expand visibility into key data right at that moment when decisions are made.

The following types of information can be available instantly:

  • Overtime amounts
  • Seniority
  • Date last called off or on
  • License expiration
  • Over-/under-staffing
  • Missed clock-ins

Additionally, with just a tap, you can drill down into more detail. That level of visibility into the data you are already collecting during day-to-day activities enables leaders to make quicker, smarter decisions and improve consistency, fairness, quality and the bottom line.

The right data at the right place and time

These days, most people are inundated with data, and they don’t know how to apply it or use it to improve their decisions. When you evaluate scheduling applications, don’t just consider how much data you’ll receive. Instead, make sure you have the right data, displayed in the right places. It’s ideal to have all the data you need to reference on the same screen where you are actually making staffing decisions. It’s just a more efficient, productive, less error-prone way to work.

For example, when you’re making a choice between three qualified staff members, you will make the best decision if you can easily see relevant information right next to their names:

  • How many hours they have already worked
  • Who is in overtime
  • Who called off last
  • What their seniority is
  • What their pay rate is
  • Their skills and credentials

Well-designed and modern staff scheduling software offers that functionality, empowering you to make quicker, smarter decisions.

ABILITY SMARTFORCE Scheduler is a cloud-based application that streamlines staffing and enables you to manage and update your schedule from your phone.

To see it in action, request a demo of ABILITY SMARTFORCE Scheduler now.


ABILITY and design®, ABILITY® and ABILITY SMARTFORCE® are trademarks of ABILITY Network, Inc.

Skipping meals and bathroom breaks: Are your nurses putting their health at stake?

If 2020 has taught us anything, it’s that nurses rise to the challenge during times of crisis. For months, we’ve heard heroic stories of nurses playing pivotal roles in the pandemic response and going the extra mile to care for hospitalized patients.

In the Year of the Nurse, we’re all witnessing just how vital nurses are to public health. We’re also learning about the sacrifices they make every day. While those sacrifices may be front and center right now, they are nothing new.

Nurses have always put others’ needs ahead of their own, but issues such as the nursing shortage are increasing the selflessness. Many nurses can’t escape patient-care duties at all during long shifts, and it’s impacting their mental, emotional and physical health. They skip meals – and even delay bathroom breaks – because they are so busy caring for patients.

So, it’s no surprise that the leading causes of nurse fatigue are: excessive workloads (60%); being unable to take lunch and dinner breaks during a shift (42%); and not being able to take any breaks during a shift (41%), according to the Workforce Institute. The fatigue is so pervasive, that nearly a third of nurses have called off sick just to get some rest, according to that same study.

A big chunk of our nursing population is, quite frankly, overworked.

Taking a toll on nurses’ physical and mental health

Aside from the obvious health problems of denying the body food, drink and trips to the restroom, working without any kind of relief from patient responsibility is terrible for mental and emotional health.

In fact, according to a recent study,15.6% of all nurses reported feelings of burnout and 41% felt unengaged, and as the data we noted earlier suggests, a lack of breaks contributes to that.

Everyone, even unflappable nurses, need a bit of stress relief during long shifts. Those who don’t get it are more likely to get sick, suffer burnout or leave their job for a better situation elsewhere.

Patient care is also at risk

Mistakes and safety issues increase, and patient satisfaction scores drop as a result of an overwhelmed, overworked nursing staff. While most nurses battle through it and continue to provide adequate care, some don’t.

It’s a basic truth that exhausted, stressed and burned out nurses cannot provide the same quality of care as ones who are rested, regardless their skill level or commitment to the job.

Make breaks part of your culture

Each of your nurses should have a 15-minute break for roughly every four hours on the job, according to industry standards.

So, what can you do to ensure your nursing staff is taking those much-needed breaks? Follow these tips:

Tell them to. You are the boss, and they will follow your lead. Remind them of your polices and explain why 10 to 15 minutes of downtime is critical to their job performance. Most important: Never make them feel guilty for needing a break.
Relieve them. As the nurse manager, be ready to step in as needed so that nurses can take breaks.
Create a renewal space. Cancer Treatment Centers of America® at Midwestern Regional Medical Center created a quiet space that offers aromatherapy, music therapy, a massage chair and other stress tamers. It’s been so successful that the administration approved the creation of several more spaces. Look for an area, such as your break room, that you can convert into a relaxing space.
Adopt better staffing processes. When you are understaffed, nurses can’t take breaks. Adopting a nurse scheduling solution, such as ABILITY SMARTFORCE Scheduler, helps to ensure you have enough staff scheduled and that you can quickly find replacements for unexpected and last-minute call offs.

To learn more, watch this video.


ABILITY and design®, ABILITY® and ABILITY SMARTFORCE® are trademarks of ABILITY Network, Inc.

The three priorities nursing leaders should have for the rest of the year

This year has been a roller coaster so far, with influenza and COVID-19 wreaking havoc in healthcare facilities across the country and world.

While many of us may still be in recovery – or even survival – mode it’s important to not lose sight of the longer-term goals for your team and organization.

Nurse job satisfaction

If you want high quality of care, your nurses’ overall satisfaction with their job is vital. It’s easy to see that happier nurses are going to offer a better patient experience than ones who are miserable. And the research backs it up.

The American Nurses Association’s National Database of Nursing Quality Indicators (NDNQI) collects information from U.S. hospitals to help healthcare organizations pinpoint areas for improvement. Using that data, researchers have found a direct link between nurses’ job satisfaction and patient outcomes. For example, they noted that a 25% increase in nurse job enjoyment over two years was linked to a quality of care increase between 5% and 20%.

That job satisfaction quotient may be particularly challenging right now. After months of turmoil and stress, with potentially more to come, don’t forget to check in on your nurses to find out how they’re holding up. Schedule one-on-one meetings to talk things through and evaluate how they are doing.

However, the biggest key to job satisfaction is improving staffing and nurse scheduling, especially when it to comes to nurse-patient ratios and helping nurses preserve their work/life balance. Learn how ABILITY SMARTFORCE Scheduler can help with both.


Turnover has a direct link to job satisfaction. If nurses are unhappy, they are more likely to quit.

In 2019, we saw the turnover rate for bedside RNs decrease 1.3% and it stands at 15.9% right now, according to the 2020 NSI National Health Care Retention & RN Staffing Report. While a dip in turnover is certainly good news, it’s still too high and the cost can be devastating.

In fact, according to the same report, the average cost of turnover for a bedside RN is $44,400 and, ranges from $33,300 to $56,000. For the average hospital, we’re talking about losses in the $3.6 to $6.1 million range. Most can’t sustain that. Besides, we’re already facing a nursing shortage as it is, and you can’t afford to lose good people.

Again, after prolonged upheaval and stress, many of your nurses could be thinking about quitting or even leaving the profession altogether. Prioritizing their job satisfaction is critical to keeping them onboard.

Training and nurse development

Developing staff is one of the smartest ways to both retain nurses and attract new ones. It’s also a way to increase the overall skill sets and value of your staff. With every skill they learn, they improve your organization’s ability to provide a high quality of care.

It’s critical to provide in-house training and development programs to keep their clinical skills fresh. However, also provide training that goes beyond that. Training in communication, conflict resolution and leadership makes nurses more capable in their current roles, while also preparing them for future management and leadership roles.

The challenge is often creating the time for them to take training on top of long shifts. Still, it’s important to do so, if you want the best and brightest nurses working for you.

To see firsthand how you can improve your staffing process, request a demo of ABILITY SMARTFORCE Scheduler.


ABILITY and design®, ABILITY® and ABILITY SMARTFORCE® are trademarks of ABILITY Network, Inc.

How to tell nurses they can’t have the day off

Nurses work hard and they deserve a break. That’s why it can be especially troubling when you have to deny them a weekend or holiday off. Or when you can’t accommodate a last-minute shift change request.

Your inability to do so is understandable. You’ve spent hours – or days – creating the perfect nurse schedule, and any change is hard to accommodate. You must prevent overtime, ensure fairness across your staff, and make sure you have the right people with the right experience and skills assigned to every shift. Those types of decisions are hard to make quickly, and it often is just easier to deny any changes.

The problem with saying “No”

Each time you deny a time-off request, you’re taking a chance that nurses call off sick anyway. If you say “No” enough, some nurses may generally stop asking for shift changes and time off, and instead, go straight to calling off sick. Ultimately, you are left short-staffed.

Fortunately, most nurses won’t do either, because they are committed to their jobs, their employer and their patients, but that doesn’t mean they’ll be happy about it. Regularly denying nurses more work/life balance and control over their schedule leads to burnout and lowered morale, both of which are leading causes of turnover.

Set ground rules to curb the problem

Establishing policies and putting a structure in place will limit the amount of inappropriate time-off requests you receive, while also enabling you to plan and schedule more effectively.

For example, clearly explain to staff:
How to submit a time-off request or shift change. Do you want them to speak to you in person? Send an email? Text?
How far in advance employees should request time off. Many nurse managers are completing their schedules two, three and four weeks in advance sometimes. Let employees know how much notice they need to give you for planned vacations, events and appointments.
How often staff can request time off or swap shifts. Think about your circumstances and what you could reasonably accommodate.
What constitutes emergencies for last-minute call offs. Nursing is one of those professions that is always on call. However, there are situations, like personal illness or injury, or the illness, injury or death of a loved one that warrant time off. Absences to attend a party, concert or some other event aren’t legitimate emergencies. Make it clear what you consider an actual emergency.

What to say when you can’t say “Yes”

Unfortunately, no matter how much you want to accommodate all your nurses’ time-off needs, sometimes you just won’t be able to do so. Follow these tips to take the sting out of your “No.”

Be direct, honest – and respectful. How you say “No” is critically important, so be direct when you deny the request, but do it without being curt, rude or hostile. For example, “I reviewed the schedule, and I can’t give you tomorrow off.”
Offer a quick reason, but don’t blame anyone. Explaining the situation often makes your decision easier to stomach. For example, “The floor is full, and without you, we will be short staffed.” Avoid the urge to point fingers at another nurse for this or that, as that just breeds resentment.
Let them respond. Give them a chance to express their disappointment, but don’t let it turn into an argument. If the discussion becomes heated, you can say, “Let’s take a break and discuss the policies regarding time-off requests tomorrow.”
Empathize with them. Having a request turned down feels awful, especially when you are a hard worker. Acknowledge that and explain you will do everything in your power to ensure you can meet their next request.
Show your gratitude. If they accept your denial graciously, let them know how much you appreciate it. Even if they show some frustration, tell them you appreciate the hard work they do every day.

Turn your “No” into a “Yes” with help from ABILITY

Outdated scheduling processes could be making it impossible for you to grant more time-off requests, especially those urgent last-minute ones.

With ABILITY SMARTFORCE Scheduler, you gain complete control over nurse scheduling and can more easily manage changes.
• See at a glance who is available to cover a shift – keeping overtime, seniority, last called off or credential expirations in mind.
• Empower staff to easily make PTO requests, volunteer for open shifts or swap shifts as needed.
• Fill open shifts caused by sick calls and no-shows in minutes – without making one call.

You won’t be able to satisfy every request, but you can make your scheduling process more efficient so you can say “Yes” more often. Learn more about ABILITY SMARTFORCE Scheduler.


ABILITY and design®, ABILITY® and ABILITY SMARTFORCE® are trademarks of ABILITY Network, Inc

3 proven ways to show nurses appreciation

Being a nurse is a hard, often thankless job – and with the World Health Organization (WHO) designating 2020 the International Year of the Nurse and Midwife – we want to do our part to help you show your nurses how much you appreciate them.

How are you showing your appreciation?

Ask 10 nurse managers the No. 1 way they show their employees appreciation, and you will probably get 10 different answers.

Managers often believe they’re doing enough simply by saying “Thank you.” Others buy food and treats for their teams or send them gifts. Some hospitals have elaborate rewards and point systems.

All those things can work to some degree. However, what most nurses want – and need – to feel truly valued has much more to do with the culture of your workplace and your effectiveness as a leader.

If you really want to show your appreciation, start here:

Create more work/life balance

Nursing is a challenging, emotionally draining job, and nurses need time to get away from it all and refresh.

Master your staffing process so that you can avoid erratic schedules and overtime. Plan carefully so all your nurses can take vacations. Do your best to accommodate them when they request days off.

A nurse scheduling application can be a game changer in this regard, because it will grant you and your team more visibility and enable quicker and easier shift management.

Grant nurses more control and autonomy

Studies have shown that a lack of control at work is a significant cause of stress. Nurses are carrying so much stress anyway, and on top of that, so much of their time at work is unpredictable. They can’t control how many patients come in or the severity of their illnesses or injuries. However, to take care of patients, they must follow policies and processes to a T.

Offering them more control when possible can be a mental and emotional booster, and a clear-cut area where you can do that involves the schedule.

Many organizations are offering self-scheduling for nurses. However, even if you aren’t ready to commit to that route, you can enable them to volunteer for shifts and swap shifts as needed.

Offer real-time feedback

For praise or constructive feedback to be meaningful, it must happen in the moment, not days, weeks or months later.

When you see someone struggling or you catch a mistake, offer guidance immediately. Few things are worse than finding out months down the road, like at the annual evaluation, that your performance was lacking all along. Help them improve by offering support and guidance when they need it.

On the flip side, when you catch nurses doing something great, tell them right then and there. And enable your nurses to commend one another. In-the-moment and peer-to-peer recognition is more impactful and motivates nurses to keep up the good work.

One tool, three ways to show your appreciation

ABILITY SMARTFORCE Scheduler is a cloud-based application that streamlines nurse staffing and supports a stronger workplace culture.
1. Manage and update your schedule from your phone, to ensure shifts are always covered – and nurses receive much-deserved time off.
2. Empower nurses to request time off, volunteer for open shifts and swap shifts with one another.
3. Use the Shout Outs feature to recognize employees in real time.

To see it in action, request a demo of ABILITY SMARTFORCE Scheduler now.


ABILITY and design®, ABILITY® and ABILITY SMARTFORCE® are trademarks of ABILITY Network, Inc.

Workforce Management 101: How Interactive Staff Scheduling Reduces Turnover

Staff turnover can sometimes have a snowball effect. One person becomes frustrated or unhappy and leaves the organization, followed by another and so on. Turnover and instability (real or perceived) can breed anxiety among the remaining staff. What begins as a single event could progress into a toxic work environment and patient care will ultimately suffer.

There is usually no single issue that leads to high turnover. While each organization has unique challenges, staff scheduling difficulties are among the most frequently-cited contributing factors, especially in healthcare.

This is where an interactive application like ABILITY SMARTFORCE® Scheduler can make all the difference. Several of the frustrations surrounding scheduling are eliminated when you make the switch from paper to electronic scheduling. Read on to discover how the latest innovations in healthcare staff scheduling can improve staff morale and reduce turnover.

Staff are active participants in scheduling

Interactive, cloud-based scheduling engages staff in the process, leading to greater overall satisfaction. Employees can view schedules, pick up extra shifts, swap shifts with coworkers or request PTO, all from their mobile device.

This is especially important as the healthcare workforce continues to skew younger. The bulk of their communication happens electronically, and they appreciate the opportunity to interact with coworkers and management in a casual way. The interactive platform can even be used for shout outs and well wishes for birthdays and anniversaries.

Easing the burden on schedulers

There are a lot of variables to keep in mind when creating a schedule – managing overtime, accounting for time-off requests and ensuring that staff are properly credentialed for their assigned shift locations/ departments. A cloud-based, electronic application ensures you have the information you need for fair and accurate scheduling at your fingertips.

Schedulers no longer have to spend their day on the phone trying to get shifts covered. With one text, they can send a notification to the whole team about open shifts and staff can respond immediately. This convenient alert system eliminates the need to call employees on their day off and guilt them into coming in, a common complaint from healthcare staff.

Data that does the calculations for you

In a hospital setting, schedulers know that a Saturday night in the emergency room is generally much busier than a Tuesday afternoon. In a skilled nursing facility, the number and conditions of patients can also fluctuate. Instead of being thrown by these variations, be prepared with custom templates based on patient volume.

In an electronic scheduling platform, data can be aggregated and used to predict staffing needs based on a number of criteria, saving the scheduler a significant amount of time. Striking the right balance ensures happy staff and the best possible patient care.

Turnover is an expensive problem. A simplified, streamlined scheduling process is an easy way to address some of the most common contributing factors, ensuring increased satisfaction for both staff and management.

Key Benefits of Incorporating “Shout Outs” Into Your Workforce Management Strategy

Have you patted someone on the back today? Is that a regular occurrence at your organization? Employee recognition or “shout outs” can go a long way to improve staff satisfaction and retention – two key concerns in healthcare.

There are few things that generate a larger (or easier) ROI than staff recognition. It takes very little time, but can shift the direction of an individual’s day, or on a larger scale, staff morale as a whole.

See why it’s worth your time and consideration to add shout outs to your workforce management strategy.

It couldn’t be easier

Let’s be honest, we’re all busy. But how long does it take to thank someone for picking up an extra shift at the last minute, or acknowledge a team member who went the extra mile to finish a task?

There are many ways to incorporate shout outs into your management strategy. It doesn’t cost a thing but generates significant goodwill. Workforce management is about more than just hiring and managing staff. A healthy workforce is a happy one.

People work harder when they’re appreciated

No one likes to feel taken for granted. We want to know our contributions are valued. Validation feels good, and studies have consistently shown that staff will work harder for recognition than for money. Healthcare is a difficult, and often thankless, industry. But by taking deliberate steps, you can change that within your organization.

Staff will stay put

Employee retention is top of mind in the healthcare industry. Long hours, complex working conditions and burnout can all contribute to high turnover. Replacing staff is expensive and time-consuming, and if they stay despite being unhappy, you may have an even bigger problem. Their pessimism can be a drain on morale.

While it’s not possible to please every staff member all the time, a genuine show of appreciation goes a long way to promote a positive attitude. Staff satisfaction and engagement can permeate a workforce as easily as apathy.

Your workforce management strategy determines the course. It’s easier to promote a positive atmosphere from the beginning than to claw your way out of a quagmire of discontent. Fortunately, technology can help you show gratitude and publicly recognize the accomplishments of staff. ABILITY SMARTFORCE®  Scheduler, for example, is an easy-to-use software tool that features shout outs on its mobile application.

Say thank you early and often. Recognize staff accomplishments in groups and one-on-one. Employees are less likely to leave if they think they’ll be missed.

workforce management tips

Reducing Overtime Pay and Understaffed Shifts – A Closer Look at How to Better Manage Your Team

Working overtime hurts employee morale. It causes staff burnout and hinders the patient experience, which can also occur when a shift is understaffed. There’s often a correlation between these two scheduling issues, leaving many healthcare leaders wondering what they can do to increase their workforce management efficiency.

The answer is simple: stop the cycle of overtime and burnout!

Not sure how to do that?

Here are a few tips on how to simplify this complex process for the benefit of all. But first, a closer look at the cost of scheduling inefficiencies.

The Real Cost of Scheduling Overtime

Scheduling issues – like working overtime, paying for overtime and struggling to keep up with the workload of an understaffed shift – only lead to more serious problems. These may include:

  • Low levels of employee engagement
  • Low patient satisfaction scores
  • High rates of employee turnover
  • Patient safety concerns
  • Inefficient allocation of company finances
  • Confusion and miscommunication across teams and departments
  • Mistakes in patient medication and treatment
  • Additional mistakes in other workflows

There are also more specific costs to consider.

For example, if your best nurses are overworked, the training of new nurses can suffer. If your facility is frequently understaffed, performance ratings will reflect that, making it much harder to recruit new patients and/or team members.

Fortunately, there are many ways to avoid these problems.

How to Improve Workforce Management Efficiency

To transform your scheduling workflow, you need to automate the process, establish specific scheduling rules and communicate better.

1. Automate your scheduling process

If you’re not already using an automated tool to schedule shifts, invest in one right away. An application like ABILITY SMARTFORCE® Scheduler can completely change how you identify the needs of each shift and track staff hours.

It can ensure you don’t miscalculate hours or overlook a shift that needs to be filled. It will also help you monitor performance indicators like on-time attendance, sick calls and no-shows. Together, these capabilities can give you a full understanding of how well your scheduling efforts are performing.

2. Establish job-specific rules across your organization

In addition to the automated staffing functions mentioned above, you should also take advantage of setting job-specific rules if this is available. This function will help you differentiate between salary and hourly employees. It can give you a more accurate picture of how each shift adds up on payroll, while further preventing schedule mistakes from occurring.

You might even use this as a resource when identifying hiring needs. The historical data of certain roles/departments can shed light on where extra talent may be beneficial.

3. Communicate expectations and set staffing alerts

When implementing any kind of scheduling change, you need to make sure your staff is on board. The best way to do this is by communicating clearly. Tell them that you’ve heard their concerns and share your plan for improving scheduling efficiency.

Your plan should include clear expectations for how the whole team will move forward. You might choose to address specific problems like call-outs and no-shows with a more rigid disciplinary protocol. Or, you could create a new process for trading shifts and updating availability.

To track how well these rules are adhered to, set staffing alerts. These will tell you when a shift becomes understaffed as individuals drop them or don’t show up.

Having a satisfied, motivated team is critical when running a high-performing organization. And since healthcare employees typically operate at an above average risk of burnout, the pressure is high for employers to master staffing efficiency and employee engagement. Don’t put this off any longer. Improve your scheduling process today to enhance staff performance and satisfaction.

workforce management

Adjusting to Tech-savvy Millennials in the Healthcare Workforce

Millennials are now the largest population of working Americans. This generation makes up 34% of the nation’s workforce, and many millennials are either already part of a healthcare organization or have plans to enter this industry. However, not all industry leaders understand the effects this has on workforce management.

Many long-time medical professionals are out of touch with the strengths, desires and habits of millennials. These leaders are slow to adjust to technology-based processes and new ways of thinking, which can significantly impact their organizations in a negative way.

Is your team already experiencing workforce-related issues, specifically with millennials? Are you interested in taking a proactive approach to better reach and retain millennial employees?

Here are three ways to prepare your organization for the growing millennial employee population within healthcare.

1. Improve outdated processes

Millennials have grown up with the internet. They’re used to working with automated systems and intuitive programs for both professional and personal functions. They work fast and smart, often using technology to support their work.

If your organization is still sending out claims by standard mail or printing staff schedules on paper, you’re not operating with millennials in mind. This population wants to be part of a team that encourages innovative thinking. They respond best to workforce management processes that save time and improve efficiency, which are only present in organizations that utilize advanced tools.

Consider the processes you currently have in place and ask yourself where they can be improved. You may choose to upgrade how you enroll new patients, bill claims, track staff credentials or capture market share. There’s no limit to the progress your organization can make when you combine the right technology with a staff who knows how to use it.

2. Implement advanced communication channels

Not all improvements have to occur at a high level. Simply changing how your team communicates can make a big difference in millennial engagement. It is this generation’s nature to be hyper-connected, but only when the information they need is easily accessible.

Start using an advanced staff scheduling program like ABILITY SMARTFORCE® instead of a paper-based system. Take advantage of a phone application that allows team members to trade shifts, change availability and request time off. Give them the chance to interact within the app for fun purposes, too. This may include functions that allow employees to share shout-outs or remember important dates like birthdays and work anniversaries.

Millennials won’t be the only ones who respond well to such workforce management improvements. Others on your team are likely to be equally invested in the new communication channels available.

3. Play to the unique characteristics of this generation

The misconception of millennial characteristics is one of the main reasons why professionals across all fields hesitate to adjust to the needs of millennials. Millennials are often thought of as entitled or impatient. Their lack of interest in certain processes may come off as lazy. But, these behaviors often stem from a desire to work in a more efficient manner – and in their mind, technology plays a key part in that.

It could be true that your new hire, age 20-25, is entitled or disengaged. Or, he/she could simply be inquisitive and performance-driven. They may be challenging upper management and the status quo because they’re interested in establishing better workflows. This person might be familiar with technology you haven’t tried yet. They may see the potential to lower mistakes, improve processes and/or boost engagement by leveraging new technology.

Give your millennial workforce the opportunity to present their ideas. Allow them to act on some of the initiatives they present. You’ll likely be satisfied with the results. Beyond better engagement, new tools or processes can potentially save money, improve the patient experience and much more.

Keep in mind these results depend on your willingness and ability to adapt to the tech-savvy millennials on your team. Make it a point to include all employees in the conversation as your organization progresses.