Outsourced Exit Interviews, Stay Surveys, Leadership Assessments and so much more.
Human resources professionals and their senior teams are keenly aware that turnover comes at a high cost. Employee turnover also has a rolling effect throughout any company. In healthcare especially, losing employees has the effect of greater works burdens, less favorable scheduling and low morale. HR departments are left with the task of managing and improving turnover. As in most projects, the first step in solving the problem is understanding it. Many employers will either create a short survey that they try to get in front of exiting employees. Others will schedule exit interviews. The problem with these solutions is that they are time-consuming and the data is difficult to capture. In addition, the participation rates are low, the responses are not secure and the respondents often do not want to tell all to someone from the company they are leaving. As importantly, these processes may not flag important issues like harassment and intimidation. Your employees–including the exiting employees–are your best source of data about your company. In the last 20 years, we’ve worked with over 80 healthcare organizations to improve their employee retention and work environments by capturing key, actionable data. We also have over 25 years of normative (also known as a benchmark) data that has been collected through ExitRight® our flagship product. Based on the data we’ve collected regarding 12 controllable turnover causes, the top 5 most important reasons for employee turnover in the healthcare space are:
As you progress through your career, odds are, you’ll be involved in a division amongst team members or entire teams at some point, but how do you go about managing conflict in the workplace? Project tasks, opinions, and processes provide the perfect catalyst for a potential workplace conflict. Collaboration should always be encouraged to help spark new ideas but when those efforts begin to go sour, it’s important to reach a resolution as quickly as possible. The ability to handle conflicts between departments is a trait that managers, supervisors, and HR professionals must have in their arsenal and they need to know when and how to use it. Successfully managing conflict in the workplace can be achieved by first understanding what is causing it, then taking the necessary steps to resolve it.
More than ever, remote and flexible work arrangements have become a trend in the U.S. as employees were forced to retreat to their homes as the COVID-19 pandemic swept across the world, destroying life as we knew it, more than a year ago. Employees have fully adjusted to their new normal work-lives and continue to crave a significant work/life balance. This has made flexible work arrangements (FWAs) – arrangements that may become a permanent part of the employee experience in the future. a near necessity. Employees who were once working completely from home are now being asked to transition back to their original office setting. Some are being asked to come back against their will for their entire workday, and they aren’t happy about it. A recent research study by Microsoft, the 2021 Work Trend Index, showed that 41% of the workforce is considering leaving their employer this year – which experts have dubbed, The Great Resignation. In order to combat The Great Resignation, and to better cater to the needs of their employees, many companies have not only adopted ongoing remote working policies but also FWAs, which include flexibility in the timeframe that work can take place, flexibility in the number of hours worked, and flexibility in the location of work.
Although every industry has been impacted by COVID-19, healthcare professionals have been the most affected and have experienced the greatest pressure. Even before the pandemic, the United States was facing a shortage of nurses. Highly-skilled, experienced nurses with incredible bedside manners are vital to any healthcare system. They are directly tied to positive patient experiences, yet industry trends point towards high-turnover rates among healthcare providers. We analyzed exit interview data from our healthcare clients and found the following five main causes of employee turnover in healthcare:
In business, we tend to study a concept to death and then discard it when a new buzzword comes along. The truth is that we have been studying employee engagement for a long time because it is difficult and complex. A tight labor market and enlightened leaders have taught us that workers who care about their company can be a competitive differentiator. Given the same available resources, markets, suppliers, etc., a company with engaged employees will win. The Consumer Packaged Goods (CPG) industry knows this firsthand, as they are constantly facing increasing operational costs, slow-growth, global competition, and tech-savvy shoppers. The CPG industry has recorded great success in employee engagement, despite the challenges they face, and can confirm that this gives them a step ahead in all areas of the competitive market. The problem is that employee engagement is not simple; because human behavior is complex. CPG industries should know this better than anyone, as CPG companies often struggle to understand market disruption and dislocation because their strategy is wrong. Directing resources to employee engagement without proper respect for its complexity is like hopping on a horse before you know if it has been broken to ride. What do you need to know about employee engagement before “hopping on the horse?”
Reacting to clients’ needs for accurate, rapid, cost-effective solutions, HSD Metrics continuously innovates its reporting features and technology.
