Most healthcare employers will throw a holiday party or organize a gift exchange this year. But here are some more permanent and lasting ideas for HR leaders.
The holiday season can be an awkward time in healthcare workplaces. Questions about the appropriateness of holiday décor, whether or not to serve alcohol at holiday parties, and what to do if an employee gives an inappropriate present are all very real questions that annually vex HR leaders.
However, there are ways to avoid these issues. For example, the organization could spend its time and resources on something that could stay in place well into 2017 and beyond. Here are a few ideas you could consider implementing in the holiday spirit.
Holiday Gift Giving Demands Clear HR Policies
1. Give Something Back
Establish a charity or group of volunteers to address an important issue in the hospital's community. This is a great way to build trust between the hospital and people living in the surrounding neighborhoods.
A good example of this in action is The Surplus Project, a Rush University Medical Center-based organization that provides unused meals from local cafeterias to Chicago-area families facing food insecurity.
HR departments are in an excellent position to encourage a culture of philanthropy within their organizations and set a good example for other workers.
HR has an opportunity to educate department leaders about the value of "a culture that embraces giving and thanking," said William Mountcastle, president and principal consultant at Health Philanthropy Services Group, LLC, in Columbus, OH.
"You have an opportunity to create an attitude of gratitude."
2. Go Above and Beyond
Some organizations go the extra mile for their workers. In February, this column examined Scripps Health's work life services program.
Scripps Goes Beyond EAP to Help Employees in Crisis
In one heartrending situation, Gloria, an 83-year old healthcare worker, realized she was nearing the end of her life. With no surviving close friends or family members, Gloria called her HR department.
"She told me that she was ready, but she didn't want to die alone," said Helen Neppes, director of work life services as Scripps, who helped Gloria to make end-of-life arrangements and also ensured she wouldn't be alone during the last days of her life.
Gloria died surrounded by her co-workers, who kept vigil over her at all times as the end neared.
Not every hospital HR department has the resources to coordinate an extensive work-life services program, but look into options to help your organization go above and beyond to take care of workers' needs. This might be a good New Year's resolution for 2017.
3. Ensure Fair Wages
A raise is probably the best gift any healthcare worker could receive. Last spring, John Galley, chief human resources officer at University of Pittsburgh Medical Center explained why UPMC decided to transition to a $15 hourly minimum wage.
"At UPMC, we believe in pay for performance," Galley said. UPMC's leadership believed there was evidence to support paying workers a higher wage, as the economy continued to shake off the effects of the last recession.
Why UPMC is Raising Its Minimum Wage to $15 Per Hour
In September, Anna Ortigara, RN, organizational change consultant at the Paraprofessional Healthcare Institute, shared some of the hidden costs of low wages for some healthcare workers, including health aides and CNAs.
"If we start offering a reasonable wage, I believe we will attract wonderful workers who want to do this work. It's about respecting and being valued," she said.
Low Wages for Direct Care Providers Come with Strings
Sure, no one will complain if you decide to celebrate with another holiday party … but why not make a change that will continue to impact your organization for years to come instead?
Lena J. Weiner is an associate editor at HealthLeaders Media.