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Engage to Retain

When I hear faceless internet recruiting behemoths Indeed and Zip Recruiter advertise on terrestrial radio, my blood pressure rises and multiple thoughts run through my head. 

First, as a competitor without their marketing budget, I silently hope they cannibalize each other. Second, from experience working in health care facilities I know the hospital facility director role is complex and smugly I think, these candidates aren’t hanging out on the internet. 

Lastly, and it’s ironic coming from Gosselin/Martin Associates, a recruiting firm with 12 years of national experience, I say to myself there has to be a better way rather than a constant state of recruiting. The cost of replacing employees is simply too high, sometimes up to 9 months of an employees salary, to be stuck in an endless recruiting cycle.  

Statistically* and anecdotally, health care employees are leaving jobs quicker than they have in the past. The constant churn and cycle of recruit-hire-train-repeat impacts department productivity and taxes human resources. Add voluntary turnover to aging and retiring baby boomers and you have a recipe for turbulence. 

If you are constantly recruiting in 2017, you may have yourself an employee engagement issue. 

Do you engage with your employees? Do you look beyond what they can provide the organization technically? Do you know their goals and aspirations? Do you know their strengths as well as you know their weaknesses? Do you look to see if department goals can be aligned with employee goals?

Engaging employees does not mean coddling them. Engaging employees does not mean accountability is a relic of the past. Engaging employees does mean working with and communicating with them to better utilize their skills for the benefit of the organization, and the employee. Invest in their success with you. Communicate frequently and honestly to avoid constant turnover.

In 2017 work/life balance matters. A colleague asked me recently “is this work/life balance thing really a thing with employees?” Yes, this work/life balance thing really is a thing!  

If you don’t respect that, you may be out recruiting soon. And remember to call us if you do.

________

Located in Mystic, CT, Gosselin/Martin Associates created peopleBUILD to assist healthcare organizations in creating facilities-based approaches to employee growth, development, education, and retention.  See more at gosselin-associates.com/peoplebuild

Our next Beyond Competency: Health Facility Leadership Skills Development, offered in partnership with the American Society for Healthcare Engineering, will be held in Chicago on May 8 and 9.  Please see www.ashe.org/education/beyondcompetency  

* In 2015 the average turnover rate reported for healthcare employers was 19.2%, according to Compdata Surveys’ national survey, Compensation Data Healthcare. That’s up from 17.7% in 2014. The average voluntary turnover rate increased to 14.4% in 2015, up from 13.1% in 2014.

 

Regards,

Peter Martin 

                                                                                                                                                                                                                  

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Gosselin Associates provides facilities management search consulting to the health care industry...

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Gosselin/Martin Associates, LLC
47 Water Street
Mystic, CT 06355-2573

t 860.536.7667
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peter@gosselin-associates.com

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