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5 Mistakes To Avoid In Building A Great Healthcare Team

Posted by: Lynn Sedgwick

There are many steps involved in creating a successful healthcare team. Working with a specialist recruitment company like Clayton Nursing will help you to find your ideal candidates, you still need to make sure that you're creating an environment where your team members can thrive. 

A dynamic, supportive and collaborative workplace ensures that your staff feel appreciated and happy with their careers. Engaged team members are less likely to leave your organisation for an alternative position, and they're more likely to go above and beyond. 

If your healthcare staff aren't achieving their real potential, the problem may lie with your healthcare organisation’s team culture (or lack thereof). Here are the 5 most common mistakes around team building and how to avoid them. 

Lacking Clear Vision

If you want to stay competitive in the healthcare sector, you need to have organisational goals as well as structures in place for how your team can achieve those goals. However, in order to build a successful healthcare team, you have to clearly and consistently communicate those goals to every member of your staff. 

Great healthcare leaders define their vision carefully so that others can understand what they are striving to achieve. When formulating or fine-tuning your vision, it’s also important to ask for and consider ideas from those around you. Working together, your team can navigate the complexities and demands of the sector, establishing a direction and setting priorities. 

Not Giving Employees a Voice

Communication is a crucial part of any successful workplace environment. However, successful communication isn't just about being able to explain long-term goals and short-term objectives and tasks to staff; healthcare leaders also need to listen to their team members. 

Once you know what your goals are and what the team can deliver, ensure that you establish a culture of collaboration. The more accessible you are, the more comfortable your team members will be in coming to you with key concerns that need your attention. 

By using an inclusive approach to problem-solving, you can build trust and allow people to feel like they can take calculated risks, often resulting in more creative, innovative solutions as well as more engagement and job satisfaction. 

High-performing nurses and other healthcare professionals on your team want to know that their contributions and ideas are recognised and valued. If your staff don't feel like they're making a difference, their motivation will suffer. Make sure that everyone has an opportunity to voice their ideas in your team meetings, and that every suggestion is given the respect it deserves. 

Inadequate Training

When filling the gaps in their nursing team, many healthcare managers search for candidates who can excel in the role without any additional training. However, it's worth remembering that your new hires will have personal and professional goals that they want to accomplish, as well. Offering meaningful continued personal development is just one of the ways that you can show your staff that you're invested in their future. 

Frustration and stress over not knowing how to do a job correctly are some of the leading causes of turnover for many organisations; therefore, providing new nursing hires with the scaffolding and feedback necessary to carry out their work correctly and effectively will increase both efficiency and retention. 

Professional development and career advancement opportunities attract more high-performing talent to your team by showing them that there's room to grow in your organisation. As the healthcare sector continues to become more competitive, investment in your employees’ training and development will also encourage them to stay with your organisation. 

Giving Criticism Without Praise

To succeed in healthcare management, it’s essential to develop a decisive strategy for approaching delicate conversations with team members. While it’s never easy having difficult conversations at work, being afraid to deal with specific issues can lead to a pattern of avoidance and problematic manager-team relationships. 

Giving constructive feedback can be a great way to help healthcare professionals grow if delivered in the right way. With focused and thoughtful feedback from leaders, healthcare staff know where they need to work on their skills and improve their learning strategies. However, there’s a critical distinction between constructive feedback and criticism. 

It’s therefore crucial for nurse leaders to establish a strong rapport with their team members to ensure that their feedback will be well received and absorbed. It’s also important that feedback is prepared beforehand by taking the time to reflect on what specific things went wrong and what specific steps can be taken to improve. 

While it’s important to offer constructive feedback when necessary, it’s equally important to recognise and praise your team members’ achievements and successes as often as possible. Effectively recognising your team members will not only increase job satisfaction and productivity; it will also improve staff retention. 

Unrealistic Expectations

Once you've recruited the right people for your healthcare team with the support of a specialist recruitment company, it's natural to have high expectations of them. However, it's crucial not to place too much pressure on any single member of staff. Even experienced nurses have their limits. 

Ensure that you are delegating tasks responsibly by considering the strengths and weaknesses of each individual on your team. While challenging your healthcare staff is a great way to develop their skills, it’s equally important to take care of your carers. Over-challenging them can lead to unnecessary stress and a lack of motivation, which ultimately leads to a turnover. 

Having an open-door policy for anyone who feels too stressed at work is a great way to reduce the risk of staff burning out because they have too much on their plate. One way to keep great healthcare professionals is by letting them know that they can come to you if they feel overwhelmed by their workload. 



About Clayton Recruitment

Clayton Recruitment has been partnering with organisations across the country since 1989 and during that time has built up an enviable reputation for trust and reliability.

With specialist divisions covering Commercial, Financial, Industrial Nursing, and Engineering appointments, on both a permanent and temporary basis. If you are looking for your next career move, we can help. Call us on 01772 259 121 or email us here.

If you would like to download our latest interview checklist, you can do so here.

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