Staff shortages, burnout, and challenging work environments contribute to increasing turnover rates, ranging from 17 to 60 percent across the healthcare continuum. The implications of turnover are amplified when you consider that replacement costs are over a fifth of an employee’s salary. Turnover not only impacts your organization’s bottom line, but also impacts clinical outcomes and patient satisfaction.

In the midst of this workforce crisis, does your organization have a comprehensive retention strategy?

Four steps to hire and retain the best workforce: tackle turnover and sustain long-term retention through hiring, onboarding, and development.

STEP 1: Hire the right person.

Poor hiring decisions impact turnover, and ultimately, quality of care and patient experience. Does your organization hire based on subjective preferences or immediate need rather than the best fit for the role and culture?

STEP 2: Tailor onboarding to the individual.

Onboarding is critical to staff’s future productivity and retention. However, most organizations have traditional, one-size-fits-all onboarding programs. This can lead to decreased engagement, inefficient use of resources, and/or high variation in knowledge and skills.

STEP 3: Evaluate and enhance competency.

With higher levels of acuity and complexity in diagnoses, organizations need a way to continually develop clinical competencies. Investing in your staff, in turn, increases productivity, promotes a high standard of care, and…continue reading.

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