1 © 2019 pinnacle quality insight, confidential & proprietary · © 2019 pinnacle quality...

EMPLOYEE RETENTIONFor Long-Term Care Providers

MY STORY

Your people matter.They make a difference.

EMPLOYEE TURNOVER

1 2 3 4 5 6 7 8 9 10 11 12 13 14 15 16 17 18 19 20 21 22 23 24

Tunover by Month

68% of all turnover happens in the first

100 200 300 400 500 600 700 800 1000 1100

Turnover by 100 Day Period

39% of all turnover happens in the first

100 days.

1 2 3 4 5 6 7 8 9 10 11 12 13 14 15

Turnover by Week

FOCUS YOUR EFFORTS

Let’s keep our staff with us for 100 days.

• Create Your Plan• Hire The Right Person• Systematic Feedback from New Hires• Onboarding and Training• Teamwork• Recognition• Love

• Sell your plan to the stakeholders• Show ROI• Demonstrate value

Hire The Right Person

• Who is making your hiring decisions?

• Is your culture recognizable, can you hire based on fit?

• Are the values and mission strongly stated? Can you ensure potential hires are aligned?

• Who is the ideal candidate?

• Woo your top choices

• Make a personal connection

Vendor Support: aspireleadwell.com

Systematic Feedback

• Check in at certain milestones

• How is your job going?

• Do you need anything right now to be better at your job?

• Track items from your plan

• Tell employees what you learned and what you are doing to improve

• Individual follow up

Vendor Support: Pinnacleqi.com, NRChealth.com

Some weeds have to be picked one-at-a-time.

Onboarding and Training

• Are you evaluating your training process?• Are you not making a proper investment into the

future because you are so pressed for employees right now?

• What message is the training sending?• “No day is more stressful than your first day.”

-Joel Trammel, CEO Tightrope• Employees are 23% more likely to stay if their

manager clearly explains their roles and responsibilities.

Vendor Support: Realiaslearning.com, medcomrn.com

Teamwork

• When an employee is on a team, they are 2-3x more likely to be fully engaged. (ADP Research Institute 2019)

• Arm leaders with the right tools to develop their own teams.

• Team leaders – worker is 12x more likely to be fully engaged if they trust their team leader.

• Employees are 4x more likely to quit if they rate their supervisor’s performance poorly.

Vendor Support: ??

Recognition

• Employees are 2x more likely to be looking for a new job if they don’t feel recognized for good work.

• Systematic recognition program

• Recognition is not fluff or going above and beyond. It’s vital.

• Celebrate 100 day milestone

• One of the biggest drivers of employee engagement

Outsourced Support: Motivosity.com, Amptnow.com

• In 2014, professors from Wharton and George Mason published “What’s love got to do with it?”

• Studied the effect of love on employees, residents, family members in a long term-care setting

• Companionate love• Warmth• Affection• Connection

“Employees who felt they worked in a loving, caring culture reported higher levels of satisfaction and teamwork. They showed up to work more often. Our research also demonstrated that this type of culture related directly to client outcomes, including improved patient mood, quality of life, satisfaction, and fewer trips to the ER.”

“So what does a culture of companionate love look like? Imagine a pair of co-workers collaborating side by side, each day expressing caring and affection towards one another, safeguarding each other’s feelings, showing tenderness and compassion when things don’t go well. Now imagine a workplace that encourages those behaviors from everyone, where managers actively look for ways to create and reinforce close workplace relationships among employees.”

• Focus on the emotional part of work

• Broaden the definition of culture• Include emotional culture• Pride and joy are “inner-facing”• Love and caring are “other-facing”

• Pay attention to emotions you’re expressing to employees everyday.

• How can policies foster greater affection, caring, compassion, and tenderness among workers.

• Consistent small moments between employees are the most important.

Sell Your Plan

• You have to get buy in from both directions

• Clearly show how an employee retention plan will:• Benefit the bottom line• Make everyone’s job easier

Calculating Turnover Cost

• Hiring manager time• Resume screening• Interviews

• Background checks• Job advertisement• Daily cost to cover vacant position

• Trainer time• Cost to pay employee while training

• Risk issues and workers’ comp claims highest during first 100 days

Turnover Cost

Average employee exit costs 33% of annual salary.

$4,976 is 33% of minimum wage.

$4,000 is commonly used in LTC

Let’s keep our staff with us for 100 days.

• Create Your Plan• Hire The Right Person• Systematic Feedback from New Hires• Onboarding and Training• Teamwork• Recognition• Love

• Sell your plan to the stakeholders• Show ROI• Demonstrate value

QUESTIONS?

1 © 2019 pinnacle quality insight, confidential & proprietary · © 2019 pinnacle quality...

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