Minimizing employee turnover is a critical success factor for any organization, and Catholic Health Initiatives is no exception. Recently, human resource leaders from across the system participated in a teleconference to discuss tactics that have proven to be effective in reducing turnover at market-based organizations. Following is a summary of practices for employee retention within Catholic Health Initiatives:
Paying Attention to the Basics
- Ensure that compensation structures are competitive in the market.
- Hire for fit, ensuring that candidates fit the workplace culture as well as skill requirements.
- Fill vacancies to prevent employee stress as a result of understaffing.
- Provide “safety net” benefits for employees, such as Employee Assistance Programs that can help them deal with work/life balance issues.
- Develop the future workforce, perhaps by working with schools in the community.
- Have supervisors meet regularly with employees to discuss employee development needs and any barriers to development.
- Focus on new employees through a structured assimilation process.
- Use employee recognition programs to recognize as many employees as possible, even those with less tenure.
- Involve employees in the development of policies and procedures, as well as their consistent application.
- Use patient satisfaction programs to engage employees and model desired behaviors.
- Establish a Workplace Improvement Fund that provides each department with a modest amount of money that employees can use as they like to improve their work environment.
- Provide diversity training as a way to improve overall engagement and relationship building.
For more information on these practices and the market-based organizations that have used them successfully, contact Dan Clark, vice president of human resources for Catholic Health Initiatives, at firstname.lastname@example.org.
- Provide managers with training in basic management skills, coaching techniques and team building skills.
- Conduct quarterly meetings with managers whose departments exceed targeted turnover levels to identify causes and action plans for improvement.
- Conduct exit interviews with departing employees to identify issues and areas for improvement.
- Provide development and career advancement opportunities for front-line employees.