Learn the mindset and preferences of potential employees and how these relate to your organization’s operations. Uncover modern recruiting practices to attract employees to senior living. Discover how to spiff up your organization’s culture and implement scheduling best practices to engage and keep your top talent.
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This presentation was designed to uncover the mindset and preferences of Millennials and how these relate to senior care provider’s operations. Modern recruiting practices to attract Millennials were also discussed as well as how providers can improve their organization’s culture and implement engagement strategies to retain talent.
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Imagine you’ve been tapped to lead a new project, initiative, or organizational change. You will need to lead others throughout this assignment. What does effective leadership look like in this situation? When the pressure is on, and your reputation is on the line, what are you going to do to get results?
Historically, success for leaders in this situation has focused on strategies like taking orders, getting the best talent, and then telling that talent what to do. More and more, this traditional form of leadership isn’t fast enough to keep up with the rate of turnover and the evolution of tools and skills available to achieve results. Success in our emerging business environment will require a different leadership mindset.
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As we continue to negotiate the impacts of Covid-19 on our society, the workplace has changed for good. And for hourly workers, and those who manage them, the shifts have been even more dramatic.
In order to meet the needs of this workforce that has changed forever, leaders must strategically develop their employment practices to ensure they're able to successfully attract, recruit, and retain the quality and tech-savvy talent that they need.
In this program, we'll explore five key strategies that are key to creating a workplace where the post-pandemic hourly workforce can grow and thrive. The new normal may still be unknown – but the good news is that companies can count on their hourly workforce to deliver for them, once they start responding to their needs.
51% of Americans revealed that they are actively disengaged at work, meaning they have no real connection to the work they do on a daily basis. New research also correlates employee engagement to retention, and exposes its links to new-hire onboarding. With that said, it’s no surprise why executives are starting to focus more on improving employee engagement within their organizations.
How Senior Leadership Engage/Disengage in NonprofitsTalentMap
Many Nonprofits eagerly measure employee engagement only to discover that the most important determinant of employee engagement is staff’s perception of the senior leadership team. How do you tell colleagues that “we’re the problem”, and more importantly, how do you address and change leadership behaviours?
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In this 60-minute webinar, industry experts Henry Albrecht, Limeade CEO and Jason Lauritsen, Keynote Speaker, Author, and Employee Engagement Expert, will share the trends that are transforming HR and elevating people programs from siloed to business-critical.
Essentials of Building a culture of feedback - pulse surveyXoxoday
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This presentation was designed to uncover the mindset and preferences of Millennials and how these relate to senior care provider’s operations. Modern recruiting practices to attract Millennials were also discussed as well as how providers can improve their organization’s culture and implement engagement strategies to retain talent.
HR Webinar: Don’t Be a Bad Boss: Reframe Your Leadership Mindset & Build a Wi...Ascentis
Imagine you’ve been tapped to lead a new project, initiative, or organizational change. You will need to lead others throughout this assignment. What does effective leadership look like in this situation? When the pressure is on, and your reputation is on the line, what are you going to do to get results?
Historically, success for leaders in this situation has focused on strategies like taking orders, getting the best talent, and then telling that talent what to do. More and more, this traditional form of leadership isn’t fast enough to keep up with the rate of turnover and the evolution of tools and skills available to achieve results. Success in our emerging business environment will require a different leadership mindset.
HR Webinar: Leading Hourly Workforce Transformation in a Post-Pandemic WorldAscentis
As we continue to negotiate the impacts of Covid-19 on our society, the workplace has changed for good. And for hourly workers, and those who manage them, the shifts have been even more dramatic.
In order to meet the needs of this workforce that has changed forever, leaders must strategically develop their employment practices to ensure they're able to successfully attract, recruit, and retain the quality and tech-savvy talent that they need.
In this program, we'll explore five key strategies that are key to creating a workplace where the post-pandemic hourly workforce can grow and thrive. The new normal may still be unknown – but the good news is that companies can count on their hourly workforce to deliver for them, once they start responding to their needs.
51% of Americans revealed that they are actively disengaged at work, meaning they have no real connection to the work they do on a daily basis. New research also correlates employee engagement to retention, and exposes its links to new-hire onboarding. With that said, it’s no surprise why executives are starting to focus more on improving employee engagement within their organizations.
How Senior Leadership Engage/Disengage in NonprofitsTalentMap
Many Nonprofits eagerly measure employee engagement only to discover that the most important determinant of employee engagement is staff’s perception of the senior leadership team. How do you tell colleagues that “we’re the problem”, and more importantly, how do you address and change leadership behaviours?
Webinar: 7 Employee Experience Trends That Will Dominate 2019 Limeade
In this 60-minute webinar, industry experts Henry Albrecht, Limeade CEO and Jason Lauritsen, Keynote Speaker, Author, and Employee Engagement Expert, will share the trends that are transforming HR and elevating people programs from siloed to business-critical.
Essentials of Building a culture of feedback - pulse surveyXoxoday
A complete guide explaining the Importance of Feedback in the growth of Organisation. How employees pulse surveys and feedback helps to decrease employee turnover and to increase employee engagement.
“We sense that ‘normal’ isn’t coming back, that we are being born into a new normal: a new kind of society, a new relationship to the earth, a new experience of being human.”
― Charles Eisenstein
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The winter holiday season can be filled with joy and anticipation — and also extra food, emotions and stress. Limeade and FitBit partnered together to provide tips on cultivating employee engagement and well-being during the most jam-packed and stressful months, as well as the importance of whole-person well-being and work-life integration.
A SapientNitro view on the changing nature of the employee experience and environment. From Employees' changing needs and demanding expectations, to the physical environment's ability to support various working styles, to IT's ability to implement and support it. IT, HR, Facilities and others will need to collaborate to truly create an empowering and differentiating workplace experience.
Staff Engagement and Morale: Building and Sustaining MomentumJustin W. Moore
Building and sustaining employee engagement efforts takes considerable effort, thought, planning, and dedicated time. As the inaugural staff member in role dedicated to staff and faculty experience, this presentation highlights my first year and a half of efforts.
“I think as a company, if you can get those two things right — having a clear direction on what you are trying to do and bringing in great people who can execute on the stuff — then you can do pretty well.”
– Mark Zuckerberg, CEO, Facebook
From HR to Employee Experience: Engaging the Modern Employee - Hosted by Rob ...League Inc.
Traditional employee benefits are lagging behind the expectations of your employees. The modern employee is adapting to an evolving workplace, and how you engage them needs to as well. League’s webinar "From HR to Employee Experience: Engaging the Modern Employee", hosted by WorkTango’s Rob Catalano, will provide employers with best practices when it comes to employee engagement and retention, and tips on how to approach engagement with the right mindset.
The $687B Question: Is Employee Engagement the Driver of Business Success?Human Capital Media
There’s been a lot of buzz about employee engagement in the workplace and for good reason. Today’s organizations face changing working patterns, evolving employee expectations and growing complexity — all of which pose significant challenges for keeping people engaged and motivated on the job. With so much at stake, are executives and HR professionals focusing adequate attention on employee engagement? What impact are prevailing tools, approaches and practices having on workforce productivity? And how do all these factors affect overall performance and, ultimately, the bottom line?
Ian Parkes, director of Coleman Parkes Research, and Joyce Maroney, director of the Workforce Institute at Kronos, will address eye-opening research that sheds new light on the challenges, opportunities and costs of employee engagement — or lack thereof — at today’s organizations. They’ll discuss key findings, highlight areas for improvement and explain the roles leadership, technology and talent management play in optimizing workforce engagement for sustained competitive advantage. You’ll gain valuable insights into:
The increasing complexity of working life and the impact on employee engagement.
The high opportunity cost of time wasted on non-job-related administrative tasks.
How the role of HR needs to change in order to build a culture of engagement.
Ways outdated technology is hindering employee productivity and engagement.
Why the inability to recruit and retain skilled talent is a core business disruptor.
Key drivers of engagement and how your organization can unburden the workforce.
How to Create a Culture That Fosters Employee Engagement | Webinar BizLibrary
Zombies are the walking dead. Disengaged employees are dead productivity-wise. Both are contagious and pose a risk to those among them. Additionally, disengaged employees cost organizations a lot of money. The frightening facts:
70% of employees are disengaged and actively disengaged.
Nearly 1/3 of employees think their managers fail to effectively communicate goals.
40% of employees say they don't receive regular, clear feedback on their performance from their manager.
(Sources: Gallup and Tower Perrins)
So, how can we overcome the walking dead and create a culture that fosters engagement. The cure? Your managers. In this webinar we'll discuss how to develop your managers and improve your organizational culture.
Readalong slides used in the Inspired Leadership information session for potential partners, prospects and clients.
Get in touch: angela.del@inspiredleadership.world
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Today’s workforce is overloaded with information and the majority of employees work in places where access to that information can be challenging. Over 80 percent of the workforce are in ‘non digital’ jobs — they're on manufacturing floors, in hospitals and retail stores.
Even traditional ‘digital’ employees are spending less time at their desks. Now more than ever companies are challenged to connect with each and every employee and give them an experience that lets them know that their company cares.
Watch our webinar to learn how TE Connectivity approaches connecting with their large workforce, spread out over 100 manufacturing and engineering centers. This webinar will explore:
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Hiring the wrong person can be costly. You invest time and money into finding the perfect leader to ensure they are the right fit for your organization and will stay for the long haul. Our presentation includes strategies and tactics for hiring the right people the first time around.
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Workforce shortages, high turnover rates, wage pressures and Payroll-Based Journal reporting mandates have long-term care and senior living providers focused on getting staffing right. Tackle these issues head-on with best practices that will help drive your success in 2016.
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“We sense that ‘normal’ isn’t coming back, that we are being born into a new normal: a new kind of society, a new relationship to the earth, a new experience of being human.”
― Charles Eisenstein
How to Cultivate Employee Engagement and Well-being During the Holidays Limeade
The winter holiday season can be filled with joy and anticipation — and also extra food, emotions and stress. Limeade and FitBit partnered together to provide tips on cultivating employee engagement and well-being during the most jam-packed and stressful months, as well as the importance of whole-person well-being and work-life integration.
A SapientNitro view on the changing nature of the employee experience and environment. From Employees' changing needs and demanding expectations, to the physical environment's ability to support various working styles, to IT's ability to implement and support it. IT, HR, Facilities and others will need to collaborate to truly create an empowering and differentiating workplace experience.
Staff Engagement and Morale: Building and Sustaining MomentumJustin W. Moore
Building and sustaining employee engagement efforts takes considerable effort, thought, planning, and dedicated time. As the inaugural staff member in role dedicated to staff and faculty experience, this presentation highlights my first year and a half of efforts.
“I think as a company, if you can get those two things right — having a clear direction on what you are trying to do and bringing in great people who can execute on the stuff — then you can do pretty well.”
– Mark Zuckerberg, CEO, Facebook
From HR to Employee Experience: Engaging the Modern Employee - Hosted by Rob ...League Inc.
Traditional employee benefits are lagging behind the expectations of your employees. The modern employee is adapting to an evolving workplace, and how you engage them needs to as well. League’s webinar "From HR to Employee Experience: Engaging the Modern Employee", hosted by WorkTango’s Rob Catalano, will provide employers with best practices when it comes to employee engagement and retention, and tips on how to approach engagement with the right mindset.
The $687B Question: Is Employee Engagement the Driver of Business Success?Human Capital Media
There’s been a lot of buzz about employee engagement in the workplace and for good reason. Today’s organizations face changing working patterns, evolving employee expectations and growing complexity — all of which pose significant challenges for keeping people engaged and motivated on the job. With so much at stake, are executives and HR professionals focusing adequate attention on employee engagement? What impact are prevailing tools, approaches and practices having on workforce productivity? And how do all these factors affect overall performance and, ultimately, the bottom line?
Ian Parkes, director of Coleman Parkes Research, and Joyce Maroney, director of the Workforce Institute at Kronos, will address eye-opening research that sheds new light on the challenges, opportunities and costs of employee engagement — or lack thereof — at today’s organizations. They’ll discuss key findings, highlight areas for improvement and explain the roles leadership, technology and talent management play in optimizing workforce engagement for sustained competitive advantage. You’ll gain valuable insights into:
The increasing complexity of working life and the impact on employee engagement.
The high opportunity cost of time wasted on non-job-related administrative tasks.
How the role of HR needs to change in order to build a culture of engagement.
Ways outdated technology is hindering employee productivity and engagement.
Why the inability to recruit and retain skilled talent is a core business disruptor.
Key drivers of engagement and how your organization can unburden the workforce.
How to Create a Culture That Fosters Employee Engagement | Webinar BizLibrary
Zombies are the walking dead. Disengaged employees are dead productivity-wise. Both are contagious and pose a risk to those among them. Additionally, disengaged employees cost organizations a lot of money. The frightening facts:
70% of employees are disengaged and actively disengaged.
Nearly 1/3 of employees think their managers fail to effectively communicate goals.
40% of employees say they don't receive regular, clear feedback on their performance from their manager.
(Sources: Gallup and Tower Perrins)
So, how can we overcome the walking dead and create a culture that fosters engagement. The cure? Your managers. In this webinar we'll discuss how to develop your managers and improve your organizational culture.
Readalong slides used in the Inspired Leadership information session for potential partners, prospects and clients.
Get in touch: angela.del@inspiredleadership.world
What is modern employee engagement and why is it important? With key stats and quotes from industry experts and professionals, we look at how you can create and maintain an engaged culture suitable for 21st century businesses.
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Today’s workforce is overloaded with information and the majority of employees work in places where access to that information can be challenging. Over 80 percent of the workforce are in ‘non digital’ jobs — they're on manufacturing floors, in hospitals and retail stores.
Even traditional ‘digital’ employees are spending less time at their desks. Now more than ever companies are challenged to connect with each and every employee and give them an experience that lets them know that their company cares.
Watch our webinar to learn how TE Connectivity approaches connecting with their large workforce, spread out over 100 manufacturing and engineering centers. This webinar will explore:
- How effective communications can positively impact the employee experience
- Best practices for reaching your deskless and disconnected workforce
- Scaling company communications for a global audience
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-Provide modern practices to attract and retain staff
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www.eniweb.com | What You Will Learn
-This webinar will teach HR Professionals how to implement a benefit administration and communication strategy that will meet the needs of employees from all generations.
-This webinar will explain the importance of life events, how they relate to benefit administration, and why a life event driven benefit strategy is the clear choice for today’s workforce.
-This webinar will teach HR Professionals how to provide a hyper-personal benefit package while still containing costs.
Description
In today’s competitive landscape employers must innovate on their compensation packages in order to recruit top talent. As we know, benefits have a strong influence on an employee’s decision to select and remain with an employer. With such a diverse multi-generational workforce, it is no longer sufficient to simply offer a robust package with a variety of siloed and ultimately underutilized benefits. To truly attract and retain top talent, especially Millennial employees, benefits must respond to the individual employee’s needs.
It may seem difficult to purchase a cost effective benefit package that satisfies all employees at all ages and stages, however, utilizing a benefit administration approach that is backed by life event technology, demonstrates that your benefit package will respond to your employees’ diverse and individual needs. Furthermore, with Millennials representing the largest percentage of the workforce, successfully recruiting them demands paying attention to their individual needs and benefit preferences. Unfortunately, with traditional benefit administration employees become lost in a maze of benefits, resulting in disengagement and a lack of knowledge about how their benefits can meet their everyday needs. Learn how life event technology changes all that by bringing the focus back to the individual and addressing each unique life event by harnessing the power of modern technology.
Consider all of the life events that employees may experience at any given point in their career – from getting married, to pregnancy, to grief, to finding the right college for their child, all the way up to retirement. While it’s true that a life event or life interest is the number one reason why employees access and use their benefits, traditional benefit administration does not respond in this way. A traditional benefit administration approach no longer meets employees’ needs, considering that employees increasingly rely on their benefits to help them with events that arise in their lives. In a multi-generational workforce, the timing and urgency of each employee’s life event differs, leading to an increasing demand by employees for customized benefits tailored to their unique situations. This webinar will explain how you can utilize life event technology to effectively customize benefits for each employee, regardless of generation. This is incredibly important in today’s landscape.
This is a presentation I gave to the Indiana Association of Equine Practitioners on November 2, 2016 on Human Resources. It covers everything from hiring, training, paying and sometimes firing staff.
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Winning The Millennial Market: How to Attract & Engage Millennials in Senior Care
1. Solving Everyday Workforce Challenges in
Post-Acute Care & Senior Living
• Winning The Millennial Market:
How to Attract & Engage
Millennials in Senior Care
2. Presenter: Peter Corless
Executive Vice President of Enterprise
Development
OnShift
Introductions:
Presenter: Irene Fleshner
RN, MHA, FACHE
Principal, Reno, Davis & Assoc. Inc.
SVP Strategic Nursing Initiatives,
Genesis HealthCare
3. 1. Describe the mindset and preferences of potential employees and
how these relate to your organization’s operations
2. Uncover modern recruiting practices to attract employees to
senior living
3. Discover how to spiff up your organization’s culture and
implement scheduling best practices to engage and keep your top
talent
Objectives:
6. • Survey released by Bank of
America in 2014
• 96% of millennials said their
phone is the most important
product in their lives
• Phones were more important
than their toothbrush (93%) and
deodorant (90%)
Millennials LOVE their Phone
9. More People Will Need Our Post-Acute Services
Source: SNF Volume from Avalere projection model; Medicare enrollment from 2015 Trustees’ Report
10. Looming Workforce Shortage – Isn’t There Already One?
Research from University of California San Francisco found that
at least 2.5 million more workers will be needed to provide
long-term care to older adults in the United States between
now and 2030.
2.5 MillionAdditional Workers Needed to Meet Demand
11. Registered Nurse Shortage
• Predict 260,000 RNs short by 2025
• Nursing schools do not have faculty, clinical placement sites or
funding to match demand
• In 2013, more than 50,000 qualified applicants could not find
schools to enroll in
12. “By 2025, Millennials will dominate the
workforce, perhaps as much as 75 percent so
we’re going to have to figure out what they
expect, and what we can do to attract them
to our organizations and keep them there.”
- Post Acute Care Executive
14. 65%
35%
No Yes
Are You Adapting?
* “Workforce Insights” OnShift & McKnight’s Long-Term Care News, 2016
15. They’re Doing Research
Number of different resources used before applying to a job
* CareerBuilder 2015 Candidate Behavior Study
12
14
16
13
Nursing Allied Healthcare Physician Other Healthcare
18. Your Millennials Are Your Megaphone
• Create a referral program
– Consider providing bonuses
or raises to employees that
provide referrals.
– Base those raises on tenure
of new employees
• Recruit brand
ambassadors
– Share & Like social posts for
maximum impact
19. Craft The RIGHT Message
• Ask Millennials for help
– What is your mission?
– Share the benefits of working at
your organization on social feeds
• Videos are great!
– Produce “sell sheets” to attract
candidates
20. Promote The Fun!
• Somerby Senior Living
– 28,432,320 views
• Over 500,000 views after day 2!
– 645,494 shares
– 90,534 comments
– Coverage on local radio,
Cosmopolitan Online, USA
Today, and Kathie Lee & Hoda
21. Get Social & Advertise
• Create a Facebook Careers
Page
– Your regular page should
not be used to promote all
your openings
• Tweet about events & news
within your organization
• Promote openings on
Instagram
22. Pay Attention to Glassdoor
• Employee reviews matter!
• Glassdoor is the Yelp! of places to work
– Prospective employees look at overall review
average and read negative reviews
• Track top talent in your organization & see if
they’d be willing to add a review to help raise
your average
• Read the negative reviews and be prepared to
speak to them in an interview
23. Simplify Job Applications
• Most employers use long applications to eliminate
unserious candidates
• Today’s jobseekers prefer brief and simplified
application processes
– 60% of candidates have quit an online application mid-
process due to its length and complexity
*“How Candidate Experience is Transforming HR Technology,” which was conducted by Harris Poll on
behalf of CareerBuilder, 2014
“If they can’t apply
for a job in 60
seconds, you will not
get more
applicants.”
HR Executive, Regional
Senior Living Organization
24. Go Where The Candidates Are
• Millennials want to apply for jobs on
their phone
• Initial applications should take 1 – 2
minutes
– Only ask for the essentials – plus last
employment to understand potential
certification needs
• The goal is to widen the net to bolster
your candidate pool
25. Be Transparent
• Set “day in the life”
expectations
• Provide salary range
– They know it anyway based on
Glassdoor & others
• Identify scheduling
expectations
26. Refine Your Candidate Pool - 3 Hiring Tips
• Ask key questions
– What’s your favorite part about working
on a team?
– What do you expect to get out of this job?
• Include different roles in interview
– Their manager, coworkers and those they
will serve
• Don’t forget to follow-up
– Communicate via text
“When recruiting
Millennials, don’t call
or email them. Text
them. This was a
revelation for us.”
HR Executive, Regional
Senior Living Organization
27. 65% said personal development was the most
influential factor in their current job.
65% said personal development was the
most influential factor in their current job.
They’re Hired!
But To Keep Them Engaged …
28. • Offer online learning
• Engage them with quick hit
content
• Use shorter sessions
–Not 3 days in a room
–4-hour sessions at a time
–Leave time for socializing
Onboarding Tips
29. • Design career tracks for each position
– Show them that they have the potential to
move up
– Identify measurable goals
• Offer career development & training
• Review wages to be more
competitive with hospitals
Define Career Tracks
“Advanced certified
nursing assistants - with
specialized skills in care
transitions, dementia
and other areas - could
become important staff
leaders in long-term care
facilities.”
- McKnight’s Long-Term Care News
30. Consider SMART Goals
S
Specific
Who, What, Where,
When, Why, Which
Define the goal as much
as possible with no
ambiguous language.
WHO is involved, What do I
want to accomplish, Where
will it be done, WHY am I
doing this, WHICH
constraints / requirements
do I have?
Measurable
From and To
Can you track the
progress and measure
the outcome?
How much, how many, how
will I know when my goal is
accomplished?
M
Attainable
How
Is the goal reasonable
enough to be
accomplished? How so?
Make sure the goal is not out
of reach or below standard
performance.
A
Relevant
Worthwhile
Is the goal worthwhile
and will it meet your
needs?
Is each goal consistent with
other goals you have
established and fits with
your immediate and long-
term plans?
R
Timely
When
Your objective should
include a time limit.
This will create a sense of
urgency and prompt
completion of goals.
T
31. 65% said personal development was the most
influential factor in their current job.
72% would like to be their own boss. But if they do have
to work for a boss, 79% of them would want that boss to
serve more as a coach or mentor.
They’re Hired!
But To Keep Them Engaged …
32. Managing a Multigenerational Workforce
• Veterans Pre-1945
– Respect authority & leadership hierarchy, intense
work ethic
• Baby Boomers 1945-1960
– Love/hate relationship with authority, workaholics,
defined by their work
• Gen X 1961-1980
– Mistrust authority, require constant feedback, want
input into processes and decision by consensus
• Gen Y (Millennials) 1980-1995
– Relaxed polite view of authority, want quick
responses, want to be entertained and stimulated,
thrive on team work
33. Build a 2-Way Knowledge Transfer Environment
• Disrupt the traditional sources and receivers of knowledge
– Staff meetings, policy procedure and protocols, training & education
• Consider learning styles of generations
– Command and control, formal and informal learning, trial and error,
digital immigrants vs digital natives
• Integrate knowledge transfer into daily routines
• Mentoring and reverse mentoring
34. • Mentors
– Not necessarily the most senior person
• Keep mentors involved
– Involved in hiring, onboarding, ongoing
education
– Consistent meetings and coaching
• Honor & certify mentors
Create a Mentor Program
35. 65% said personal development was the most
influential factor in their current job.
88% prefer a collaborative work-culture rather than a
competitive one.
They’re Hired!
But To Keep Them Engaged …
36.
37. • Survey - the more the better
– Trend happiness
– Rank issues
– Put a plan in place to address
– Execute!
– Re-evaluate & repeat
• Team huddle
• Senior leadership town hall meetings with associates
– Supervisors not in the room!
Provide Staff With A Voice
38. • Can’t just say it – you have to live it
– Get out of the office & engage with staff
• Corporate sponsorship
– VP of Talent Management’s primary responsibility is staff engagement
– An advocate that ensures all staff are respected, valued & heard
– 85% of time is devoted to employee engagement
– Train, consult and advise managers on engagement and conflict resolution
– Employee appreciation meals, celebrations, nurse’s week, etc.
– Continuous staff feedback sessions
– Communicate benefit packages
Management Involvement
39. Isn’t That HR’s Job? That depends…
• More transactional HR responsibilities than ever:
– Benefit plans, enrollment, compliance, ACA monitoring
– Policies and procedures and tracking completions
– EEOC, ADA, W&H, ER, LR, Civil suits
• Mission, Vision, Values and Culture:
– Leadership development, training, career paths, succession
planning, communication, feedback, celebration, employment
brand.
40. 65% said personal development was the most
influential factor in their current job.
80% want that feedback in real-time versus a traditional
performance review.
They’re Hired!
But To Keep Them Engaged …
41. • Recognize & reward
– Drive positive behavior
• Picking up extra shifts
• Exceptional resident/family service
• Peer coaching
– Provide incentive
• Sports tickets, gift cards, etc.
– Acknowledge good work publically
Give Constant Feedback
42. 65% said personal development was the most
influential factor in their current job.
74% want flexible work schedules.
88% want work-life balance.
They’re Hired!
But To Keep Them Engaged …
43. “It’s so convenient to have my
schedule on my phone. It’s great!”
Senior Living Communities
• Give staff more control over their
schedule
• Identify work preferences &
availability
• Make scheduling transparent
• Offer convenient mobile access
• Work in repeatable schedules
Effective Employee Scheduling
45. Complete the Sign-Up Sheet to Get These
Resources:
• 5 Tips to Make Your Workplace Employee-Centric
• 2016 Executive’s Guide to Staffing Best Practices
• Session Slides
Let’s chat – swing by the exhibit hall booth #522
Learn More