My Experience.... Motivating and Coaching Staff for Peak Performance

The Home Health industry from my experience has a high staff turnover rate, this is one area administrators try to figure out the right strategies to invest in employees that would be available in the long-term. Most administrators I have met come from a nursing background, most especially the African dominated Health Agencies. Some of them had to learn the hard way to become experienced in managing their employees others still cannot figure it out. There's a saying that if you “pay peanuts, you only get monkeys”. Another saying is that a “bird in hand, might poop on your hand” :) In a nutshell, investing in employees is as critical as investing in expanding your business. There are some critical factors an administrator should consider as he/she tries to make a success from achieving peak performance from employees
Culture
Organizational culture is spun out of the behavior of the owners of the business. If business owner who also doubles as the CEO is a man of integrity, precision, and shows professionalism in all his endeavors, this will be reflected in his employees. There's a saying that you cannot give what you do not have. If the boss of an organization lacks all the above, he/she cannot expect his employees to do otherwise. Building a culture is very important in developing and sustaining a small business. Most organizations do not see this as a critical part of sustainability.
Synergy
All units need to work together, and I mean together as a team to achieve a common goal. The administrator needs to ensure that employees understand that they would not be seen as productive individually but collectively. Let me explain. Payroll and PAS should work together and advice each other on more efficient methods of being productive, and not against each other, Caucuses should be eliminated at all cost amongst employees. 
Wages
What is the point investing time and money in developing an employee and he/she leaves the company when you need them the most. My experience has shown me that you cannot pay an employee what he or she deserves but you can be fair to that employee. The ones that buy into the long-term vision of the organization will stay, others that are there because of "who pays better" will go (look at the skill-will matrix). Please always ensure employees get paid as at when due!

Incentives
If you know in your heart that your company can afford it, please provide incentives for your employees. Benefits like healthcare, daycare coupons, paid leave, bonuses, etc. Employees need to know that their employer cares beyond just them getting their regular wages. 

Structure
When I interview prospective employees, first thing some of them ask is "how long have you guys been in business, what is the pay structure". Employees need to see a growth plan, they need to know where they would be in 5 years working for you. This will encourage some of them to stay and weather the storms with you. 

Effective Board of Directors
Majority of Home Health Agencies I know have all their family members on board. It's interesting that some of us want our employees to break our backs for us and we have already told them they would never be a part of the business! When you have a board that is not effective, you are only saying you are not accountable to anyone! It's that simple. 

Training
Let your employees go outside the office for relevant training in areas like leadership and not just on using medical record software! This will enable them to meet with other people, exchange ideas, and proffer better solutions to problems within the organization. They most especially become more effective in their jobs.

I guess some of you do not agree with me, but if you do not trust and invest in your employees just like you trust and invest in your family, you cannot build a sustainable business. You will have high blood pressure and work yourself to death!