al fannah

Predicted global shortage of 15 million health workers by 2030.
Employee motivation is a key retention strategy.
Recognition programs are becoming more purposeful, linked to organizational goals.
Employee engagement includes communication, management effectiveness, alignment with organization, opportunity for development, recognition, and salary compensation.
Employee engagement improves organizational outcomes like customer retention, employee satisfaction, and profitability.
Employee Net Promoter Score (eNPS) assesses employee loyalty.

Exploratory study at Royal Hospital in Oman (1,056 beds).
Data collected via web-based survey in August 2021.
Survey included demographic variables, eNPS, and questions on employee perception of recognition.
eNPS calculated based on scores: Promoters (9-10), Passives (7-8), Detractors (1-6).
Net Promoter Score is the difference between the percentage of Promoters and Detractors.

331 completed online surveys were analyzed.
87% females, 88% clinical disciplines, 48% worked at the hospital for > 10 years, 65% frontline health care workers.
88% indicated that it was meaningful to be appreciated.
Overall eNPS was -20 (27% promoters, 47% detractors).
Staff with > 10 years’ experience had the highest promoter score, while non-clinical staff had the lowest.
Females had a lower net promoter score compared to males.

Non-clinical areas showed more dissatisfaction.
Transparency of the recognition process is crucial.
Employees requested basic needs to be met (promotion, salary increases, leaves).
The study highlights the importance of focusing on employees with shorter tenure.
Transparency in the recognition process enhances employee performance.
Herzberg’s studies, recognition is a motivating factor, and its hygiene factor is the extent of supervision.
The study was conducted during the second wave of the COVID-19 pandemic, women were disproportionately affected by pandemic lockdowns and restrictions.