What retention strategies do your hospitals use???

Glad2behere · Jan 10, 2003

There is a lot of dissatisfaction that is being stated here that has plenty of basis. I just thought I would share a few ideas that I have seen in other business models that dramatically increased employee happiness, productivity, and retention, which many hospital staffers grossly ignore. Though they sound counterproductive intially they are very effective in establishing and maintaining high morale and retention.

1. Total accountability and responsibility of the employees's

duties are clearly stated, and the employee is to publically

rate themselves before an audience of other employees.

2. Chill-time. The most amazing company I ever worked for had

indoor table tennis, air hockey machines, etc. on site to relieve

frustration. The table tennis tournaments were awesome.

There were some 65 yo superstars. The CEO was a natural.

Virtually eliminated "sick" call.

3. Create a sense of family and comraderie culminating into

mission. CEO holds a meeting, not just one, but several so

that every employee is addressed explaining what is

happening and why and what must be done. They are then

"asked" to participate, what is expected of them and how

they will be rewarded in real terms. Usually in compensation,

PTO, or something creative.

4. A career ladder for advancement designed to upgrade from

the employee pool. No outside headhunting, violates the

family code. Employee raises are forecast for at least three

years. In the forecast is the expected hire salary for new

employees, so a seasoned employee gets two increases, one

as an incremental from a starting position and the other as

merit. Education paid by the company for those seeking

more responsibility, with a stated objective that benefits both,

contractually obligated.

5. Bytch lists/suggestion boxes. Direct to the CEO. Accomplishes

two things. The employee feels heard, and an awareness of

what can and needs to be fine tuned can be acted upon.

6. Compensation. Double time after 48, no complainers.

Bet you could win the powerball before any of this happens, may help on the nurse "shortage" too. :cool:

laurako · Jan 15, 2003

Well, my hospital has recently offered me a $6000K "retention bonus package". I accepted. It was offered to very few, and very far between people (so I have heard). I sign a contract for a year, and that is what they get, a year. Then I move on, for sign on bonues of 3K-4K, for a year, until I have worked in pretty much all the hospitals in the area. Then I guess I will choose the one that offers the best hourly rate to stay.. but that is years to come.... I don't mind hard work, care deeply for all of my patients, and will work hard. Hard work is all that it is now, the same in all hospitals.....................

dhogan · Jan 16, 2003

The biggest problem we have had has been retention on the med/surg floor. Starting this month they gave all RN's a huge raise about 6000 more a year. They have also hire more and are staffing with 8 on days and 6-7 nurses on nights. It has made a world of difference in attitudes and less nurses call out and more will come in and work extra if needed. But the best thing that has happened to us is we have a wonderful new director who really cares and takes up for us.

deespoohbear · Jan 16, 2003

that is great news!! wishing you the best!!

tiger · Jan 16, 2003

it is amazing to me all the talk of the nursing shortage (and i think nv is #1) and at my facility you would never know it. i think they still have the idea that nurses are a dime a dozen or they just don't care/get it. we got a new boss recently who is known for problems. since then several nurses have quit. then, we have a recent graduate rn, who had been an lpn for like 20something years. my hospital reimbursed her for her rn school. she worked as an rn at my place for almost a year. she wanted to go into a critical care area but could not get hired in at my hospital for whatever reason. so she got a job at another hospital and wanted to stay part-time or perdium at my facilty. now even though she had worked on my unit for like 6yrs as an lpn, and had been placed as charge nurse without orientation as a new rn when they needed her, and had worked almost a year as an rn on the same unit-----------she was told she could not work perdium cause she didn't have a year experience as an rn and that there was no part time available. it was at the managers discretion. does that make sense?????!!!!!