Vet Clinic Employee Engagement - pt 2 - 7 questions to ask in line with Maslow's Hierarchy of Needs

So far, we’ve looked at the cost of employee turnover – episode 64 – how to lower the cost of churn – employee turnover by starting an Employee Retention Investment Fund at your clinic.Last week we looked at the 5-P questions – Pride + Place + Possibility + Permanency + Propel  Today we’re looking at the next series of seven survey questions - in line with Maslow's Hierarchy of Needs - you can ask your team – or yourself – to check the State of the Nation at your clinic.  This episode is especially for PM, HR and Regional Managers who want to get a bit of a feel for how aligned your team is to your clinic’s brand, vision and mission … in other words, your clinic’s raison d’être.If you’re the owner or principal of a vet clinic and similarly want to know how aligned and/or affiliated your team is to your clinic’s brand, vision and mission – your raison d’être – then this is for you as well.And if you’re a vet or a nurse at a clinic who knows that you’re not quite 100% fully engaged… fully committed to your clinic’s brand, vision and/or mission, then this could help pinpoint what’s missing for you at your clinic and/or what needs to change for you so that you can recommit or quit.This is the third in the multi-episode series focussed on helping vet clinics recruit and retain top performing vets and vet nurses and then how to attract more vets and vet nurses like them and to help vets and nurses know what to look for when / if they’re making their next professional move so they get to work at an Employer of Choice Vet Clinic.Maslow's Hierarchy of Needs is used to study how humans intrinsically partake in behavioural motivation. Maslow used the terms "physiological", "safety", "belonging and love", "social needs or esteem", and "self-actualisation" to describe the levels through which human motivations generally move. Maslow's idea was fully expressed in his 1954 book Motivation and Personality.The five Needs are:Physiological SafetyLove and BelongingEsteemSelf-actualisationBack in May last year – in episodes 28 and 29 – Dr Francesca Brown of Otago Polytech, talked about her research in having healthy vet professionals which resulted in healthy bottom lines – she referred to Maslow’s Hierarchy of Needs as well.  Episode 028 - Dr Francesca Brown - is it possible to have healthy staff AND a healthy bottom line in NZ veterinary clinics? - part 1 of 2 Episode 029 - Dr Francesca Brown - Healthy Vet Professionals = Healthy Vet Clinic Bottom LinesVet Clinic Employee Engagement Questions / statements in line with Maslow's Hierarchy of Needs: 6. “Are you paid enough to support your basic physiological needs?”  7. I believe the leaders at my vet clinic keep everyone informed about what’s happening”  8. “My manager [eg, head vet, head nurse, principal] is a great role model for employees”  9. “The leaders at [vet clinic name] have communicated a vision that motivates me”10. “I have access to the things I need to do my job well”11. “I have access to the learning and development I need to do my job well” 12. “Most of the systems and processes here support us – the team – in getting our work done effectively” VetStaffleading veterinary sector recruitment in New Zealand | veterinarians | locums | nursesDisclaimer: This post contains affiliate links. If you make a purchase, I may receive a commission at no extra cost to you.Could Your Kind of People recognise Their Kind of Clinic?A job ad may catch a vet’s or nurse’s eye. But it’s their own due diligence that determines whether they apply—or keep in touch.Culture Story Centres turn real experiences from inside your team into credible, discoverable recruitment evidence, giving vets and nurses meaningful reasons to choose your clinic.Explore Culture Story Centres for veterinary clinics