Webinar Purpose:

Today’s economy may have diminished the intensity of the “nursing shortage”, but the “shortage” still exists and will become more pronounced over the next decade as the “baby boomers’ age. Currently, nursing school faculty shortages are causing thousands of applicants to be turned away from the nursing profession. Besides the turnover savings, staff retention has also been shown to positively impact the recruitment of new staff, quality outcomes and patient satisfaction. Your staff is your most valuable asset and this has been proven true through the years with “word of mouth” still being the # 1 source for new staff.

This Webinar will present a compilation of those best practices targeted at staff retention and innovative recruiting initiatives. The “Signature Interviewing Process” and “Employee Care Plan” will be two takeaways supported with literature references from the Gallop book First Break All the Rules and Love Them or Lose Them

• Department heads
• Supervisors
• Human Resources
• Senior Leadership

Webinar Objectives:

• Describe two major events leading to today's nursing shortage
• Name the three key strategies for an organization’s’ success in retaining staff
• List the 12 key work processes/strategies that will results in Becoming the Facility of Choice
• Describe the “signature interviewing process”

Webinar Outline/Agenda:

• NURSING SHORTAGE OVERVIEW
  • How did we get to where we are?
  • To develop the solution we need to understand the problem
• BEST PRACTICE MODELS FOR RETENTION
  • Benchmarks in healthcare and outside healthcare
  • Common themes for success in these models?
• THREE KEY RETENTION STRATEGIES FOR SUCCESS-strategies and examples
  • Organizational Commitment
  • Human Resources as the Employee Advocate
  • Becoming the Facility of Choice
• BECOMING THE FACILITY OF CHOICE-
  • The 12 Processes/ Strategies in Becoming the Facility of Choice
    • Recruiting- initiatives that produce results -chess game strategy
    • Interviewing - the signature process
    • Orienting-experienced - new graduate residency program
    • Managing- staff leave managers not the organization
    • Developing -inter-unit assignments
    • Including - Unit Operating Council
    • Recognizing - clinical ladder, the elastic band concept
    • Following- the “Employee Care Plan
    • Scheduling - multi shifts- multiple per-diem grades
    • Welcoming- tips for the first day and the unit introduction
    • Practicing - process flows- hassle free work environment
    • Supporting- tuition up front

Contact Hours:

This course has been approved for 1.2 Iowa Nursing Contact Hours. There is usually a reciprocal agreement between state associations to allow these to count for each state. If you have any questions, please ask your state association.