Hospitals are places of care and recovery, where every moment is crucial, and every professional’s contribution is vital. However, what happens when the backbone of patient care—the healthcare workers—begins to disengage? When the staff feels undervalued and unappreciated, a hospital’s ability to function effectively is at risk.
Meet Hasan Ali, the clinical manager at a mid-sized hospital in Abu Dhabi, who faced a growing challenge. Here’s how he engaged his staff with the help of a Recognition and Rewards platform.
The unseen struggle: how lack of recognition disrupted hospital workflow
As a clinical manager, Ali was responsible for ensuring smooth hospital operations. However, a persistent issue had been building up—staff burnout and disengagement. Due to a shortage of personnel for the last 3 months, employees frequently worked extra shifts to meet patient care demands. While many had willingly stepped up, their dedication often went unnoticed by management.
Due to a shortage of personnel for the last 3 months, employees frequently worked extra shifts to meet patient care demands. While many had willingly stepped up, their dedication often went unnoticed by management.
Over the last few weeks, the absence of recognition took its toll. Employees began feeling overworked and undervalued. Many staff became reluctant to take on additional responsibilities and started leaving at the end of their shifts, regardless of patient needs, leading to a delay in critical care services.
The breaking point: a critical emergency with limited staff
Soon, on one Saturday night, the hospital received a few simultaneous emergency cases, requiring urgent medical tests and intervention. However, due to ongoing staff shortages, only a couple of lab technicians were available, already occupied with routine patient needs.
Soon, on one Saturday night, the hospital received a few simultaneous emergency cases, requiring urgent medical tests and intervention. However, due to ongoing staff shortages, only a couple of lab technicians were available, already occupied with routine patient needs.
Recognizing the urgency, Ali immediately reached out to other off-duty technicians for support. Some responded, citing exhaustion and lack of incentive as reasons for declining extra work. Eventually, after persistent calls, only one of the technicians agreed to come in, but by then valuable time had been lost.
Though all patients received treatment, the delay caused distress to their families. One of the emergency patients happened to be a well-known public figure. Their family, frustrated by the hospital’s slow response, voiced their concerns to the media. Within hours, reports surfaced questioning the hospital’s preparedness and ability to handle emergencies efficiently.
One of the emergency patients happened to be a well-known public figure. Their family, frustrated by the hospital’s slow response, voiced their concerns to the media. Within hours, reports surfaced questioning the hospital’s preparedness and ability to handle emergencies efficiently.
Public backlash and management’s response
The hospital’s leadership faced mounting pressure as public scrutiny grew. Concerns over patient safety and staff commitment were widely discussed on social media, putting the hospital’s reputation at risk. Ali was summoned to an emergency meeting with the management team where Ali presented that employees weren’t refusing extra work because they lacked time; they were refusing because they felt unrecognized and undervalued.
The management quickly conducted a survey asking staff about their willingness to work occasional extra hours. Over 50% of employees expressed reluctance, citing burnout and lack of appreciation as primary reasons.
Over 50% of employees expressed reluctance to work, citing burnout and lack of appreciation as primary reasons.
The evidence was undeniable. Disengagement was a major factor impacting patient care and the hospital’s reputation.
Ali found the solution in a tailored Rewards and Recognition program with Pravici
Determined to address the issue, Ali began researching Recognition and Rewards (RnR) platforms. However, most were designed for corporate environments rather than hospitals. After extensive research, he discovered Pravici RnR, a platform offering customized recognition and rewards tailored for medical professionals.
After receiving management approval, Ali contacted Pravici to explore a customized solution for their hospital.
Pravici’s RnR Program provided the following solutions and benefits:
Comprehensive Recognition & Rewards: Pravici provided a seamless system for earning and redeeming points, eliminating manual processing and reducing admin workload from Ali, making it easy to set up departmental and company-wide programs.
Boost Engagement: The RnR platform allows the hospital to create customized reward programs by department or initiative, ensuring team leaders can recognize contributions beyond just corporate programs, and fostering stronger teamwork.
Peer-to-Peer Recognition Program: Pravici’s peer-to-peer capabilities give employees the power to celebrate every win, increasing motivation and productivity across hospital staff.
Effortless Integration: Employees can participate in real-time recognition via integrated platforms like Slack and Teams, allowing instant reward distribution and eliminating delays in the redemption process.
Diverse Reward Options: Employees can redeem their points for a variety of gift cards across a network of 200+ merchants, including travel, food, and technology sectors, ensuring that recognition translates into meaningful rewards, leading to higher job satisfaction and lower turnover.
Within months, there was a noticeable shift in staff morale. Employees felt valued, and employee engagement levels improved significantly. The number of staff volunteering for extra shifts increased, ensuring better coverage during peak hours and emergencies. As a result, patient care efficiency improved, and the hospital gradually regained public trust.
Within months, there was a noticeable shift in staff morale. Employees felt valued, and engagement levels improved significantly. The number of staff volunteering for extra shifts increased, ensuring better coverage during peak hours and emergencies.
Reengage your hospital staff with Pravici RnR
Ali’s situation is common in many hospitals and medical facilities. With Pravici RnR, Ali not only encouraged recognition but also turned recognition into rewards for his staff. Pravici also allowed Ali to run multiple RnR programs within the same hospital.
With the Unique multi-value Point Value System, Pravici ensured that every recipient felt valued and empowered to select rewards personally with 200+ merchants for award redemption. The Custom admin control & offer engine helped Ali earn and convert points and rewards easily as an admin.
Struggling with disengaged staff in your hospital or healthcare center?
Engage your workforce better and increase their productivity with Pravici RnR!
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