Recap

Last week we highlighted possible obstacles that could hinder a positive health information management (HIM) work environment and set forth on our mission to define elements of a more effective culture that optimizes employee performance. We identified micromanagement, ineffective communication, the inability to value staff for their abilities and contributions, and resistance to change as common obstacles that inhibit productive and happy HIM employees.

Now that we have defined some common obstacles, let’s dig deeper into what elements are needed to establish a productive HIM work culture.

Building a First Class HIM Team

Most people want to be embedded in a work culture that makes them feel valued, respected, and appreciated. HIM is no different! HIM staff want to work in an environment with supervisors and managers that make them feel appreciated, provide encouragement to speak up and voice their opinions and ideas, and who are effective communicators.

Setting clear expectations is another important building block for a fluid HIM work culture. A mutual understanding of what managers expect from HIM staff is absolutely essential for improved performance and employee success. Not to mention the positive impact clear expectations also has on worker retention and attendance!

We mentioned last week that HIM Connections recently conducted a survey of HIM managers and team members to learn more about what ingredients are needed for a happy, productive HIM work culture. When asked to provide specific examples of different ways HIM departments can better engage staff and what elements construct a positive work culture, here is what they said:

• An on-boarding experience that effectively helps new hires to quickly acclimate to the social and performance aspects of their work environment and provides the tools needed for success
• Encouraging staff to think creatively and taking the time to celebrate victories
• Transparent communication and an environment that encourages staff input
• Scheduling monthly department meetings, and holding morning “huddles” where each staff member has the opportunity to discuss the prior days activities and what’s on tap for the day
• Open-door policies that provide a comfortable forum to discuss ideas and issues and provide feedback
• A monthly newsletter exclusive to HIM

HIM managers can’t afford to miss the chance to seize on opportunities that provide the building blocks to a successful and engaging HIM work culture.

Additional Tips

Creating an effective HIM work culture must also include efforts to make staff feel happy and empowered within an environment that supports flexibility, responsibility, and problem-solving opportunities. In fact, 56% of survey respondents identified responsibility and problem solving as a top priority, with 41% reporting that flexible working schedules and personal time were more critical, and only 3% reporting that money was their sole motivation for happiness at their job!

It’s safe to say that fair compensation still means a great deal to employees, however less tangible elements of an effective work culture such as schedule flexibility, empowerment, and open communication matter a lot.

What additional tips can you offer that have led to a successful HIM work environment? Leave a comment below or join us in two weeks as we continue our series and examine the topic: Paving the road to a successful HIM career path.