With the winter holidays just around the corner and flu season starting to show its face, many healthcare facilities are struggling to meet their staffing needs. If employee retention during the holidays is a problem at your facility, you’re not alone. What can you do to improve your staffing strategy during the busiest time of the year? These creative ideas will keep your department managers and their staff jolly during the winter rush.
Improving employee retention during the holiday season
1. Rethink your bonuses
Whether you call it a holiday bonus or an annual reward, most employees expect something extra at the end of the year. The only question is whether your planned bonus really reflects how much you value your employees, as a poorly planned bonus might seem more like an insult than a reward. Though it may not be feasible to give a large monetary reward to every member of your team, at least make sure your rewards are practical and significant enough to be appreciated.
2. Offer flexible scheduling
Planning a facility’s holiday schedule involves recognizing that a majority of your team may request time off on the same day. While it’s impossible to accommodate every request, this is no time to be miserly with your time-off policy. Instead of sticking to some hard-and-fast rules, encourage your department managers to be flexible when dealing with the holiday schedule. For example, many businesses have had great success by scheduling half shifts on high-priority holidays, allowing the facility’s needs to be met while making room for employee preferences.
3. Increase your temporary and per diem staffing
Increased requests for time off are a reality of the holiday season, and ignoring these requests is a guaranteed way to send your best performers on a search for a more understanding employer. By planning ahead with your per diem and temporary staff, however, you can promise your full-time employees time off without damaging your long-term staffing plan. Start adding temporary staff now so you’ll be ready for the holiday rush.
4. Be generous
When implementing any of these strategies, remember the cost of replacing a single trained employee is significant, and preventing such a loss can mean dramatic savings. In fact, it’s estimated that the cost of replacing the average, mid-level worker is equal to 20 percent of their annual salary up front, while upper management positions can be even more costly. While you should still keep an eye on the cost of your employee retention programs, they are one of your most important long-term investments.
At UHC Solutions, we understand that keeping talented minds in your organization’s ranks is the key to success in health care. To learn more about how our expert recruiting and consultation services can transform your facility’s future, contact our medical recruiting specialists today.