staff retention - prevent child abuse...
TRANSCRIPT
Staff Retention
October 18, 2016
Brandi Alexander, BSW
Tricia Drenth, MS, BSN, RN
Rita Trinklein, MA
Cynthia Zagar, MSW, LMSW
1
Who are we?2
Who are you?3
Cost of Staff Turnover
Finding, hiring, and training= 1.5 X employee
yearly salary
What are the non-dollar related costs?
What’s the impact on you?
Your program and model fidelity?
Families?
4
Bringing Staff Retention to Life:5
Engagement Vs. Satisfaction
Satisfaction: A measurement of an employee’s “happiness” with the current job and conditions; it does not measure how much effort the employee is willing to expend
Engagement: A measurement of an employee’s emotional commitment to an organization; it takes into account the amount of discretionary effort an employee expends on behalf of the organization
“Employee Satisfaction vs. Employee Engagement: Are They the Same Thing? An ADP White Paper”, 2012; adp.com
6
Satisfied Employees:
Job security, organizations financial stability, compensation and benefits
Engaged Employees:
The work itself, relationship with co-workers, opportunities to use skills and abilities, relationship with immediate supervisor, and the meaningfulness of the job
Society for Human Resource Management (SHRM) 2011 Employee Job and Satisfaction Survey
Engagement Vs. Satisfaction7
The Q 12:1) Do you know what is expected of you at
work?
2) Do you have the materials and
equipment to do your work right?
3) At work, do you have the opportunity to
do what you do best every day?
4) In the last seven days, have you
received recognition or praise for doing
good work?
5) Does your supervisor, or someone at
work, seem to care about you as a
person?
6) Is there someone at work who
encourages your development?
87) At work, do your opinions seem to count?
8) Does the mission/purpose of your company
make you feel your job is important?
9) Are your associates (fellow employees)
committed to doing quality work?
10) Do you have a best friend at work?
11) In the last six months, has someone at work
talked to you about your progress?
12) In the last year, have you had opportunities to
learn and grow?
q12.gallup.com
Bringing Engagement to Life:9
The Importance of Right Fit
Interview for “soft-skills” and reflective
capacity
Use behavioral interviewing
Use those probationary days to assess fit
Counsel out if necessary
10
What to Look For*:
Are they connecting with you?
Is the conversation reciprocal? Are they
asking questions too?
Are they comfortable sharing how they are
feeling?
How do YOU feel in their presence?
How do they relate to front office staff or
other staff they might meet incidentally?
*Questions provided by Healthy Families America National Office
11
What to Ask*:
Outside of work, what experiences in your life have
helped you be ready for this kind of work?
What kinds of things do you do to nurture yourself,
reduce stress, and maintain a balanced life?
What do you think it’s like to be your supervisor?
What do you need to work on?
What relationship in your life is the best model in a
general sense for how you would like to approach
relationships with families and why?
*Questions provided by Healthy Families America National Office
12
Bringing Interviewing to Life:13
Supervision: Engagement
Key person to support staff retention is supervisor
Supervisor is a primary element that is vital to maintaining an engaged culture
If it’s true that supervisors are so critical to staff retention, and if we want to retain engaged staff members, there is a link between supervision and engagement.
How do supervisors contribute to staff engagement?
14
Bringing Supervision to Life:15
16
What we Know about
Recognition
Specific
Unpredictable
Special
Frequent
Parallel
Strength-based
17
How???
Remember the costs and impact of staff
attrition
Put it on your calendar
Keep recognition support items handy
Track the recognition you give
Get support from your peers
Give yourself enough time to plan for any
group event
18
Added Benefits to Program Managers
and Supervisors
Focusing on strengths helps to focus on
strengths
Re-grounded us in the work and in the gifts
that the staff had
Left feeling re-energized and empowered
Renewed sense of purpose
19
Bringing Appreciation to Life:20
The Power of Gratitude:
Improved physical, emotional, and social well-being
Greater optimism and happiness,
Improved feelings of connection in times of loss or crises
Increased self-esteem
Heightened energy levels
Strengthened heart, immune system, and decreased blood pressure
Improved emotional and academic intelligence
Expanded capacity for forgiveness
Decreased stress, anxiety, depression, and headaches
Improved self-care and greater likelihood to exercise
Heightened spirituality — ability to see something bigger than ourselves
21
Questions?????22
Thank you!!!
Brandi Alexander
616-855-5451
Tricia Drenth
231-547-7643
Rita Trinklein
989-752-2193 Ext. 2220
Cynthia Zagar
(517) 324-8343
23