Strategies for Greater Staff Stability by Engaging Today’s Workforce Blair Minton President RPM Management Ben Thompson VP, Special Projects Senior Living Communities Mark Woodka CEO OnShift
Employee Turnover in Senior Living Industry AL – all AL – nursing Hospitality Manufacturing High tech Municipalities Utilities
Turnover Rate 30.2%1 31.4%1 62.6%2 23.3%2 11%3 9%3 8%3
1: 2014, VRT, NCAL, LeadingAge, ASHA, ALFA 2: Annual total separations rates by industry and region, not seasonally adjusted, U.S. Bureau of Labor Statistics, 2014 3. National Business Research Institute
Who is an Engaged Employee? Engaged employees: Senior Living ► Don’t just show up for work Communities – Perform tasks well & with enthusiasm
Go above and beyond ► Are committed to the organization ► Want to be at the organization ► Are fulfilled by their job ►
3 critical desires of employees 1. Being heard 2. Being valued 3. Being respected
Why is Employee Engagement Important? Higher quality care & service ► Better resident & family relationships ► Better financial performance ►
Engagement wins: 147% higher earnings per share (Gallup)
The Problem with Disengaged Employees Emotionally disconnected from their workplace ► Less productive ► More likely to: ►
– Steal from their companies – Negatively influence coworkers – Miss work – Drive customers away Gallup: State of the American Workplace
70% of American Workers are Not Engaged or are Actively Disengaged
Improving Engagement: Where to Start? ►
Assess engagement – Employee satisfaction surveys
Are surveys leading? Or lagging? ► Key questions to ask… ►
– Gallup: 12 predictors of employee performance
Leading indicators ► Are they mission-driven? ►
Management Support ►
VP of HR primary responsibility is employee engagement – 85% of time is devoted to employee engagement – Train, consult and advise managers on engagement and conflict resolution – Employee appreciation meals, celebrations, nurse’s week, etc. – Continuous staff feedback sessions
Employee-Centric Practices Comprehensive orientation ► PTO policies ► Volunteer opportunities ► 401k with matching and 60-day vesting ► Coaching and mentoring ►
“Worker-centric Senior Living Communities policies PTO Program • contribute 21 days – yr 1 to • 26 days – yr 2 and engagement • 31 days – yr 5+ profits.” • PTO cash out -(bi-monthly) Workplace Options • No max or carryResearch over limits
Role of Technology Electronic scheduling
“With the influx of – Mobile younger workers – Employee work preferences and the ► Electronic health records proliferation of – Touchscreen documentation technology at work, the whole ► Online learning environment has to management be more flexible and transparent.” -Forbes ►
Hiring Right ►
Identify hiring needs early – Continuously recruit
Look for attitude ► Employee referral with cash reward ► Partner with local educational institutions ► Behavioral interviewing ► Peer interviews ► Profile assessments ►
“If you only recruit when you have openings, you can’t get the best.” - Monster
Career Development ►
Design career tracks for each position – Show them that they have the potential to move up – Identify measurable goals
Younger Workers are Least Engaged Generation
% Engaged
Millennials
28.9
Generation X
32.2
Scholarship opportunities Baby Boomers 32.7 ► Performance reviews Traditionalists 42.2 ► Self-assessments ►
US Employee Engagement, Gallup, January 2015
For More Information... Blair Minton President, RPM Management blair@rpmseniorliving.com Ben Thompson VP Special Projects, Senior Living Communities BThompson@Maxwell-Group.com Mark Woodka CEO, OnShift mwoodka@onshift.com
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