strategies for greater staff stability by engaging today's workforce
DESCRIPTION
The ability to hire and retain employees in senior living is challenged by caregiver shortages, high employee turnover and an aging population with increasingly sophisticated care needs. These factors can form a vicious cycle as providers rely on current staff to fill additional shifts causing burnout, dissatisfaction and ultimately more turnover. Examine the senior living workforce and detail how to turn around turnover by adopting employee-centric practices that improve staff satisfaction and retention. Discover strategies to keep staff engaged and how a balanced approach to staffing improves employee satisfaction, quality of care and service, resident and family relationships, and financial performance. You will learn how to proactively identify hiring needs, recruit high quality candidates, and attract best fit employees for long-term retention. Blair Minton, President, RPM Management; Ben Thompson, VP of Special Projects, Senior Living Communities; Mark Woodka, CEO, OnShift.TRANSCRIPT
Strategies for Greater Staff
Stability by Engaging
Today’s Workforce
Blair Minton
President
RPM Management
Ben Thompson
VP, Special Projects
Senior Living Communities
Mark Woodka
CEO
OnShift
Employee Turnover in Senior Living
Industry Turnover Rate
AL – all 30.2%1
AL – nursing 31.4%1
Hospitality 62.6%2
Manufacturing 23.3%2
High tech 11%3
Municipalities 9%3
Utilities 8%3
1: 2014, VRT, NCAL, LeadingAge, ASHA, ALFA
2: Annual total separations rates by industry and region, not seasonally adjusted, U.S. Bureau of Labor Statistics, 2014
3. National Business Research Institute
Who is an Engaged Employee?
Engaged employees:
► Don’t just show up for work– Perform tasks well & with
enthusiasm
► Go above and beyond
► Are committed to the organization
► Want to be at the organization
► Are fulfilled by their job
Senior Living
Communities
3 critical desires
of employees
1. Being heard
2. Being valued
3. Being
respected
Why is Employee Engagement Important?
► Higher quality care & service
► Better resident & family relationships
► Better financial performance
Engagement wins: 147% higher earnings
per share (Gallup)
The Problem with Disengaged Employees
► Emotionally disconnected from their workplace
► Less productive
► More likely to:– Steal from their
companies
– Negatively influence co-workers
– Miss work
– Drive customers away
70% of American
Workers are Not
Engaged or are
Actively
Disengaged
Gallup: State of the American Workplace
Improving Engagement: Where to Start?
► Assess engagement
– Employee satisfaction surveys
► Are surveys leading? Or
lagging?
► Key questions to ask…
– Gallup: 12 predictors of
employee performance
► Leading indicators
► Are they mission-driven?
Management Support
► VP of HR primary responsibility is employee
engagement
– 85% of time is devoted to employee engagement
– Train, consult and advise managers on engagement
and conflict resolution
– Employee appreciation meals, celebrations, nurse’s
week, etc.
– Continuous staff feedback sessions
Employee-Centric Practices
► Comprehensive
orientation
► PTO policies
► Volunteer opportunities
► 401k with matching and
60-day vesting
► Coaching and
mentoring
“Worker-centric policies
contribute to engagement and
profits.”- Workplace Options
Research
Senior Living
Communities
PTO Program• 21 days – yr 1
• 26 days – yr 2
• 31 days – yr 5+
• PTO cash out
(bi-monthly)
• No max or carry-
over limits
Role of Technology
► Electronic scheduling
– Mobile
– Employee work preferences
► Electronic health records
– Touchscreen documentation
► Online learning
management
“With the influx of
younger workers
and the
proliferation of
technology at work,
the whole
environment has to
be more flexible
and transparent.”-Forbes
Hiring Right
► Identify hiring needs early
– Continuously recruit
► Look for attitude
► Employee referral with cash
reward
► Partner with local
educational institutions
► Behavioral interviewing
► Peer interviews
► Profile assessments
“If you only
recruit when
you have
openings, you
can’t get the
best.”- Monster
Career Development
► Design career tracks for
each position
– Show them that they have
the potential to move up
– Identify measurable goals
► Scholarship opportunities
► Performance reviews
► Self-assessments
Generation % Engaged
Millennials 28.9
Generation X 32.2
Baby Boomers 32.7
Traditionalists 42.2
Younger Workers are
Least Engaged
US Employee Engagement, Gallup, January 2015
For More Information...
Visit OnShift booth 706Win an Apple Watch!
Blair Minton
President, RPM [email protected]
Ben Thompson
VP Special Projects, Senior Living Communities
Mark Woodka
CEO, OnShift