Department of Administrative

Services

Nursing SummitApril 5, 2001

Jim Hutt

April 5, 2001April 5, 2001 22

Retention Strategies

Always assume that employees have another job waiting

There is no single strategy that will retain people

Linked to organizational goals and employee satisfaction

April 5, 2001April 5, 2001 33

Retention Strategies (continued)

Integrated themes that collectively deliver the organization’s retention message:1) New Hire Socialization Program2) Managerial Transformation3) Effective Communication4) Employee Career Development5) Total Compensation/Benefits Package

April 5, 2001April 5, 2001 44

1) New Hire Socialization Program

Based on the premise that new employees will be staying for 20 years

Incorporates formal sponsorship and mentoring programs

Teaches organizational values leading to values that are shared

April 5, 2001April 5, 2001 55

1) New Hire Socialization Program (Continued)

Connects the actual work setting to the orientation curriculum

Delivering employees quickly to work is not the major goal

Synchronizes the HR, education, and clinical setting components

Is an ongoing process with no established time limits

April 5, 2001April 5, 2001 66

2) Managerial Transformation

Shift from clinical focus to human relations/management focus

Continuous learning programs for managers and supervisors

Advance the goals of the organization by accepting the “hard” challenges

April 5, 2001April 5, 2001 77

2) Managerial Transformation (Continued)

Direct responsibility for new hire programs

Assist in learning the tasks of the job Provides an understanding in the employee’s

role in the group/unit Ensures that true sponsorship and mentoring

is occurring Provides timely feedback on performance

Responsible for employee career development

April 5, 2001April 5, 2001 88

3) Effective Communication

Shared and continuous Used to form group objectives Encourages constructive feedback

including diverse and dissenting suggestions

Information disclosure

April 5, 2001April 5, 2001 99

4) Employee Career Development

Focus is on career mobility in the organization

Dual career tracks Managerial-focus primarily on the skills to

benefit managers Clinical-focus primarily on the skills to benefit

bedside nurses

Fellowship programs for non-specialty RN’s

April 5, 2001April 5, 2001 1100

5) Total Compensation/Benefits Package

Competitive salary and benefits Flexible benefits to meet personal

needs Effective quality of work life programs Reward programs tied to

organizational/personal goals Must be deliverable• Non-monetary options

April 5, 2001April 5, 2001 1111

The Employee Value Proposition

The Employee Value Proposition (EVP) is the reason(s) why our employees come to work everyday. The role of HR professionals and line managers is to know the organization’s EVP, strengthen it, and build jobs that maximize it.

April 5, 2001April 5, 2001 1122

What Is Your EVP?

• Agency values and culture• Nature of the work• Agency image and reputation• Quality of colleagues• Compensation and lifestyle

Retention comes from building emotional bonds between the

workers and the employer that are

strengthened WHEN managers pay attention

to issues that are important to their

workers.