Regina Temple’s Important Insights on Employee Retention
Prior to COVID-19, healthcare in general was already struggling. One of its main issues was the chronic and high rate of worker turnover.![](https://www.regina-temple.com/wp-content/uploads/2024/01/image-2.png)
Today, healthcare organizations and institutions all over are scrambling to find ways to keep their employees happy. .
Below are some of Regina Temple’s choice strategies for helping employees find happiness and satisfaction in their jobs. .
Don’t rush to come up with a plan. .
Management systems in healthcare are always crucial. They make sure a hospital has the proper resources in the proper places at the proper time. .
Not having an employee retention strategy can cost the institution a lot of money, warns Regina Temple. .
Allow workers to exercise authority with their schedules. .
Regina Temple says an appealing feature of any healthcare job is a predictable and reoccurring schedule. .
Giving employees a voice and a choice in the scheduling process is an effective way of keeping them engaged. .
There are technologies today that can be used for employees to have a voice when planning their schedules. When employees are engaged and when they feel they have control, they’re more likely to stay. .
Always communicate sincerely and compassionately. .
Many front-line managers rate difficult conversations with team members, as well as coaching and engaging their teams, as three of the biggest challenges they face. .
Leadership competencies and skills ought to be an essential component in the recruitment process, especially for front-line leaders. In fact, Regina Temple mentions that leadership skills and technical skills should be considered when it comes to internal promotions. .
Balance out the coaching on performance and development of staff with recognition for contributions and achievements. .
Front-line leadership skills include the ability to recognize employee performance and milestones, both personal and professional, to make employees feel valued. .
Plan for any expected changes in the number of incoming patients. .
Employees don’t like surprises at work. That means that coming up with plans for changing patient volume is critical to workforce management. .
Even with the pandemic over, times are still volatile. Hospital volume can still be reasonably anticipated. However, some managers are still surprised. .
A majority of events that drive patient volume, as well as management systems, can be anticipated. According to Regina Temple, these events should be incorporated into projected staffing plans. .
Even when hospital volumes change in the blink of an eye, a lot of last-minute staffing changes can still be avoided. Efficient management systems can recognize these patterns, and they can quickly respond to the necessary changes. .
Regularly examine staffing plans and follow up accordingly. .
Regularly following up on staffing plans helps make sure workers deliver what they need to deliver on time. Effective scheduling systems don’t only measure the outcomes; they can tell a manager how to adjust in order to improve results. .
Regina Temple also reminds everyone that balancing patient demand with efficient staff schedules is a continuous process. Avoid last-minute schedule changes and give employees a voice in their schedule so they feel better about staying on board. .
Regina Temple has served in the healthcare community for over 30 years with experiences ranging from for-profit to not-for-profit organizations, unionized to non-unionized facilities and acute care settings to outpatient centers. Read similar articles on healthcare and leadership from Regina Temple by clicking here.