Ok, now I just recently started my job as Recruiter at our local hospital and now I have been asked to start and head a Retention committee. I'm already doing my homework and we will do questionnaires to find out what our employees want, plus I insisted on having employees on the Committee instead of Director's to give everybody a chance to voice their opinion.
We are looking for team building, improving work environment, financial and non-financial ways for retention. We are lucky to have an awesome CNO, he is the best !, who already thought of and implemented quite a few programs, but naturally there is always room for improvement.
Now my question:
What does your employer have to do to retain you as an employee?
I think, and this is just me, I would take the same money.........not extra vacation time, no big bonuses, but I'd like a better work environment.
Better staffing. Not just for RNs, but for CNAs, housekeeping, pharmacy......everyone. I want support staff to "support" the process instead of slow me down all the time.
I sooo agree with retention bonuses instead of sign on bonuses.
This is always a hot topic at my hospital. We frequently see casual allottment of sign-on bonuses, like everyone else---and once they get them, they leave, to go to the next place with a bonus.
We were supposed to get rid of them but I see they are still in effect. So, we reward the newbie who hasn't yet done a danged thing for our unit, but the staff who work extra weekends, holidays, overtime in general to pick up the slack for overstaffing get zip. Ok, yeah, they get the overtime pay. But what about the person who just says "enough" with the overtime, and still does a GREAT job during the regularly scheduled shifts, year in and year out? Less than zip: he or she is not a team player! That's right, penalize those who do their job, do it well, don't call out sick. Penalize them by NOT recognizing that they DO do a good job, and ARE deserving of praise.
Don't screw with people's PTO. We have families and lives APART from the hospital. Don't tell me I can have a certain day off, but because of scheduling needs, I now can't. My family demands are just as important, if not moreso, than your scheduling needs. I understand that you're short on staff. YOU ARE ALWAYS short on staff. And if you don't give me the time off I EARNED (without making me jump through hoops, bargain and plead), you're about to be even SHORTER staffed
Right now, the only ones who get attention are the ones with fifteen minutes' worth of time under their belts ("gotta keep the new grads happy, so they'll stay" is the mantra). Or, the ones who do a crudload of overtime ("gotta keep Myrtle happy so she'll keep doing those extras"). But the rest of the staff can go cork themselves, apparently.
I love the idea of retention bonuses. You've been here two years? Five? Eight? 12?Here's a bonus, you're valuable. You've been here six months? Patience, honey...
Hire Managers that have actually worked bedside in the area they manage within the past 2 years, Managers that come from other areas or non clinical jobs have no idea what we do on a day to day basis, and they tend to pile on more impossible tasks/expectations for the staff.
Have administration "Take Back" the business of hospitals. Recognize that staff is there to improve the patients health, not to be the "concierege of care" by pandering to every paitient/family whim that has nothing to do with patient care.
Reward your staff with words, actions and financial awards. Get rid of hiring bonuses and have loyalty rewards. LISTEN to your staff, you will earn their respect and loyalty.
Reduce paperwork to the necessary minimum. There is no need for a checklist for every single nursing task or assessment. If there is you need new nurses!
Just wanted to say thank you again for each and everyone that gave me input...and to update that our Committee is starting this week and I am excited!! I want to work hard so our Organization provides a great work environment and I believe a great team spirit will have an impact on patient satisfaction and patient safety as well. Besides from having fun and enjoying going to work.
eriksoln, BSN, RN
2,636 Posts
I think, and this is just me, I would take the same money.........not extra vacation time, no big bonuses, but I'd like a better work environment.
Better staffing. Not just for RNs, but for CNAs, housekeeping, pharmacy......everyone. I want support staff to "support" the process instead of slow me down all the time.
I sooo agree with retention bonuses instead of sign on bonuses.