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9 Keys to Avoid the Great Resignation
Please join us for an engaging and highly practical session with global Future of Work speaker, Kim Seeling Smith where she will share her proprietary model, based on over 5,000 exit interviews to help us understand what our employees really need to be motivated to stay and to do great work.
Say it With Backbone... Not Bite: Assertiveness Skills for the Relentlessly Positive Communicator
Relentlessly positive communicators and leaders are assertive. In this application rich program, discover what assertiveness is and what it is not. Learn to communicate assertively and watch productivity soar.
The Relentlessly Positive Leader’s Toolkit for Crucial Conversations
Discover language patterns and conversation templates to make these crucial conversations more positive, more productive, less stressful and more likely to motivate lasting behavior change, performance improvement, and team effectiveness.
Webinar: Reducing Turnover And Engaging Staff: An Action Plan for Success
Having a strong team is the key to success in Environmental Services. As employee turnover continues to reach new highs, how can you make sure your staff is motivated, thorough, and content?
Using Social Media to Drive Hospital Success and Retain Employees
[ON-DEMAND WEBINAR] Gain an overview of strategies on how social media, when implemented successfully by a hospital, can create increased positive results and awareness. There are ancillary topics that come with a focused social media campaign. This webinar will share information on how a well-constructed campaign can impact your hospital.
Using Social Media to Drive Hospital Success and Retain Employees
Gain an overview of strategies on how social media, when implemented successfully by a hospital, can create increased positive results and awareness. There are ancillary topics that come with a focused social media campaign. This webinar recording will share information on how a well-constructed campaign can impact your hospital.
Hire, Train, Retain: The Ups and Downs of a Comprehensive Engagement Strategy
On-Demand Educational Webinars
[ON-DEMAND CONFERENCE SESSION] Early in 2015, the continuing care center at UR Medicine/Thompson Health had a projected annual turnover of approximately 60 percent. In a climate where their industry turnover and employee dissatisfaction were at critically high levels something had to be done. A “full court press” was applied to turn around the downward spiral with the ultimate goal of a better work/life balance by the elimination of mandatory overtime for aides. After a series of focus groups and a review of employee engagement results, a strategy was established that encompassed inventive hiring techniques, training/onboarding initiatives, and innovative retention techniques that really made a difference by helping improve employee engagement and reduce turnover. This session will provide participants with innovative strategies and tools that helped Thompson Health hire, train and retain their team. Learn from their successes and failures (fail is not a bad four letter word).
Recruiting and Retaining New Nurses: Lessons Learned From Three Years of a Nurse Residency Program
On-Demand Educational Webinars
[ON-DEMAND CONFERENCE SESSION] This on-demand session provides an overview of the structure, staffing, content and strategies employed by a large health system as a nurse residency program was designed, deployed, evaluated and modified over a three year period. Recruitment and retention strategies will be discussed and both HR and clinical metrics will be shared. The presentation will cover both the positive lessons learned as well as those of the "what were we thinking?" variety.
Alignment of HR Time and Attendance Metrics with a Nursing Retention Focus
On-Demand Educational Webinars
[ON-DEMAND CONFERENCE SESSION] The Centralized Nursing Payroll Team at University of Utah Health currently manages payroll for over 3,200 clinical employees. The team has developed reportable standardized process for tracking employee time and attendance specific to early clock-ins prior to assigned shift start, missed lunches, lunches taken less than 20 minutes, missed punches/badge swipes and late clock-outs beyond scheduled shifts. The team has developed individualized reports and an executive scorecard. The employee report and executive score card is sent out after each pay period with intent to identify how the nursing unit is performing in regards to the above five metrics and associated financial implications with each reported metric. This information is being used to identify educational opportunities with staff and enforcement of HR Time and Attendance Policy, as well as creating transparency with clinical areas that would be at risk for compassion fatigue, once employee behavioral components are addressed.
Out of the Gate Strategies to Engage and Retain Your Talent
On-Demand Educational Webinars
[ON-DEMAND CONFERENCE SESSION]: View this session to learn what strategies Avera implemented across their system to improve first-year retention resulting in an estimated cost savings of $7,000,000.