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Company or Employer Support: The Impact of a Support System for Travel / International Nurses and Allied Professionals

  • Publish Date: Posted over 2 years ago
  • Author:by Cathy Vollmer

This is the third of a three-part series exploring the importance of critical support system(s) for healthcare professionals. The first support system discussed was friends and family, and our second focused on community-based support systems. Today, we will share the impact of a company / employee support system.

Employers value dedication and loyalty from their staff. Committed employees often perform better at work, are more present, and are less likely to quit their job. Additionally, dedicated employees seek to be seen as valuable assets to their organization.

For employers, it isn’t just about paying the highest salary to employees. While competitive wages and benefits are nice, employees often feel appreciated when their employers offer more than higher pay rates. A more effective strategy to support employees could result in a blend of both tangible and intangible rewards and recognitions. This allows more flexibility to both the employer and the employee and allows for personalization to the employee, creating additional value. It is key to ensure that these programs are meaningful to the staff.

Some examples of tangible and intangible awards include:

  • Flexibility – Consider implementing a hybrid work model, allowing employees to work from home and approve personal time for employees to enjoy time off. This can help employees use time to recharge, encouraging a re-energized and committed approach to their work.

  • Recognition – Acknowledge employees for their hard work, efforts and achievements by recognizing them verbally and in writing. Companies may also create an ‘Employee of the Month’ award or spotlight work related to company values, in addition to offering an award.

  • Interaction – Keep engagement up among teams by hosting virtual social events if working from home or with a remote team. Team building events are great, if able to meet in person. Also consider asking an employee to lead a project with a team or create something for the company to help them gain confidence and experience.

  • Benefits – General benefits to consider offering to employees could include childcare, life insurance, 401K contribution, employer paid insurance, access to Employee Assistance Programs (EAPs) and more.

  • Feedback – Providing ongoing feedback to employees can help staff feel like their contribution to the organization matters. Feedback can be positive or observational, and employers may consider implementing regular surveys or an anonymous suggestion box.

  • Wellness – Benefits and perks that focus on health and wellness for the employees can help promote a healthy workplace environment and demonstrate to staff that their mental health matters. Examples of these benefits could include a gym membership, wellness apps, access to counseling, areas for down time in the office, providing healthy food or snacks in the office or any other mental health benefits.

The employee experience should be tied in some way or another to the company value or mission. The value of employer support to their employees is more important now than ever. Pay is no longer the only consideration when seeking employment. To recruit candidates and retain employees successfully, each company needs to evaluate and consider the employee needs for support and incorporate this as part of their recruitment and retention strategy. Thinking creatively and acting ahead of the competition can help attract top candidates and lead to strong employees.