GETTING YOUR STAFF'S BEST: EMPLOYEE ENGAGEMENT.

What would happen if respiratory therapists became the most engaged employees in an organization? Engaged employees are more creative, more productive, more loyal, use fewer sick days, and experience higher workplace satisfaction. What leader does not want these characteristics in every member of their workforce? In this respect, respiratory therapists are no different from manufacturing, retail, or finance employees. They value three basic work factors of engaged employees—mastery, purpose, and autonomy. These three critical factors have been well documented and, if an RT supervisor, coordinator, or manager wants engaged employees, they must address these factors. But if the general workforce only has 17%-25% of its workforce highly engaged, how is a mid-level manager in a huge, multi-tiered organization supposed to create a work atmosphere of engaged employees? This presentation will identify the foundational principles for creating an environment where engaged employees can be the standard and not the exception. It will be a strategic look into what conditions must be created (because you must be strategic before you implement tactics) and what practical outcomes can be expected from even simple changes. Leaders of two or 200 can apply these three factors to improve their workplace, their employees, and their team’s productivity-even in an organization that may not, or cannot, support them. Don’t settle for average. Start on the high purpose of making respiratory therapists the example of employee engagement in your organization. [ABSTRACT FROM AUTHOR]