Resource Library

9 Results Found

On-Demand Educational Webinars
[ON-DEMAND WEBINAR] Gain an overview of strategies on how social media, when implemented successfully by a hospital, can create increased positive results and awareness. There are ancillary topics that come with a focused social media campaign. This webinar will share information on how a well-constructed campaign can impact your hospital.
On-Demand Educational Webinars
[ON-DEMAND CONFERENCE SESSION] Early in 2015, the continuing care center at UR Medicine/Thompson Health had a projected annual turnover of approximately 60 percent. In a climate where their industry turnover and employee dissatisfaction were at critically high levels something had to be done. A “full court press” was applied to turn around the downward spiral with the ultimate goal of a better work/life balance by the elimination of mandatory overtime for aides. After a series of focus groups and a review of employee engagement results, a strategy was established that encompassed inventive hiring techniques, training/onboarding initiatives, and innovative retention techniques that really made a difference by helping improve employee engagement and reduce turnover. This session will provide participants with innovative strategies and tools that helped Thompson Health hire, train and retain their team. Learn from their successes and failures (fail is not a bad four letter word).
On-Demand Educational Webinars
[ON-DEMAND CONFERENCE SESSION] This on-demand session provides an overview of the structure, staffing, content and strategies employed by a large health system as a nurse residency program was designed, deployed, evaluated and modified over a three year period. Recruitment and retention strategies will be discussed and both HR and clinical metrics will be shared. The presentation will cover both the positive lessons learned as well as  those of the  "what were we thinking?" variety. 
On-Demand Educational Webinars
[ON-DEMAND CONFERENCE SESSION] The Centralized Nursing Payroll Team at University of Utah Health currently manages payroll for over 3,200 clinical employees. The team has developed reportable standardized process for tracking employee time and attendance specific to early clock-ins prior to assigned shift start, missed lunches, lunches taken less than 20 minutes, missed punches/badge swipes and late clock-outs beyond scheduled shifts. The team has developed individualized reports and an executive scorecard. The employee report and executive score card is sent out after each pay period with intent to identify how the nursing unit is performing in regards to the above five metrics and associated financial implications with each reported metric. This information is being used to identify educational opportunities with staff and enforcement of HR Time and Attendance Policy, as well as creating transparency with clinical areas that would be at risk for compassion fatigue, once employee behavioral components are addressed.
On-Demand Educational Webinars
[ON-DEMAND CONFERENCE SESSION]: View this session to learn what strategies Avera implemented across their system to improve first-year retention resulting in an estimated cost savings of $7,000,000.
On-Demand Educational Webinars
[ON-DEMAND CONFERENCE SEASSION]: Through an interactive and often hilarious process, participants will see how common—yet easily avoidable—practices and misconceptions around the recognition process often unintentionally sabotage engagement efforts, break down communication, and lead individuals and teams to unnecessary conflict and burnout.
On-Demand Educational Webinars
[ON-DEMAND CONFERENCE SESSION] Nurses under the age of 35 are a lot like nurses in other age groups, with one key difference, millennial nurses are less likely to plan to stay at your organization in their first three years of tenure, even if they’re engaged. Learn how to build a millennial-specific retention strategy to keep younger nurses at your organization beyond their first few years.
On-Demand Educational Webinars
[ON-DEMAND CONFERENCE SESSION] As the regions growth expanded, unemployment fell below three percent, and the demand for talent grew, this program was designed to provide a pipeline of talent for quality mid-level clinic leaders and develop a career path to retain front line employees in the Austin/Round Rock Region. Over the past three years, the High Potential Program has resulted in 53% of the participants being promoted and a 90% participant retention rate.
On-Demand Educational Webinars
[ON-DEMAND CONFERENCE SESSION] Success starts with senior leadership. CHRISTUS Health has taken an innovative approach and reduced leadership turnover by 50% with a focus on recruitment, assimilation and retention. Learn about their strategies, including the use of executive behavioral assessment data to evaluate culture fit, drive onboarding and support executive success.