Question

You were recently hired as a regional health information management director for the Zen Healthcare System. Employee retention has decreased, and the turnover rate continues to rise. One of your first tasks is to organize a team to review the issues, to make recommended action plans.

Provide an outline of the review team. List at least five positions/titles and a description of their role on the team. You will also provide a rationale for why they should be a part of the team.

Employee Review Team Roster

Title/Position                   Description of Team Role          Rationale

1.

2.

3.

4.

5.

You receive an email from your supervisor, asking for a plan of action compiled by the review team. You schedule a meeting with the team. As you conduct the meeting you soon realize there may be some issues with diversity and culture. Furthermore, how diversity and culture impact team performance. Several managers made comments regarding distribution of work and employee perspectives based on stereotypes. She also found out that there are many personality conflicts and issues with subordination. You encountered the conflict and degradation comments, first-hand during the meeting. These issues could also contribute to employee turnover and retention.

Compile a comprehensive outline of your action plan based on the employee retention and turnover. You should have at least five recommendations. At least one of your action plans should address workplace culture, diversity and ethics.
Based on your action plan, make an overall recommendation for improvement.

Answer 1

After they've spent a year at the institution working in various areas, nurses at the health system select a professional pathway to pursue. They can choose from a wide array of options, including management, research, and quality control, and the hospital provides support such as mentoring, tuition reimbursement and e-learning classes, to help them meet their goals. "They know that if they go to other institutions, they won't have that opportunity,"

Employee Review Team Roster

Title/Position                   Description of Team Role          Rationale

1. Team organizer *create a review team and *Maintains and workup the team

assess the function of

each team member

2. Supervisor *Supervise each of the employees *To know the rationale for the turnover rates

actions and their comments

3.Co-ordinator *Increase collaboration among *To decrease the turn over rate

the employees

4. Leader *Leads and manage the employees *To maintain the retention rates

for their own role

5. Follower *Assess each employees action *To diagnose and rule out the reason for the turnover

and give a report to the top if they

are facing some problems

Recommendations for improvement:

Step #1: Analyze the Retention Situation

When retention and turnover are a pressing issue, it’s hard to summon the patience for analysis, but it’s a step you don’t want to skip. No solid retention plan begins without a thorough assessment of the current situation. In addition to preventing history from repeating itself, this serves as a helpful roadmap for your retention improvement plan.

*calculate the retention and turnover rates

*Taking an inventory of employee retention

Step #2: Choosing the Right Strategies and Solutions

* Employee Engagement

An employee engagement-based strategy develops a strong sense of connection between the employee and the organization, making them feel good about their work, empowered in their position, and excited for the future of the organization growth. There are a myriad of tactics and ideas for improving employee engagement – involving everything from employee compliment boxes to free lunches to fun team-building exercises.

*Work-Life Balance

A strategy of improved work-life balance seeks to help employees manage their lives outside of work. A work-life balance can cover things from maternity leave and sick days to providing free laundry service to help your employees cut down on chore time at home.

*Recruitment Revitalization

A refreshed recruitment strategy and process is one of the fundamentals of a solid retention plan.

80% of employee turnover is due to bad hiring decisions.

*Salary and Compensation

Though compensation actually has very little to do with why employees stay or leave their position, it can still make a difference, particularly as a quick or immediate measure to prevent top and hard to replace talent from leaving. Be careful though, if the talent is looking for the door, there’s almost always something else going on, and that needs to be addressed as well.

*Leadership and Communication

Developing better communication, coordination, and respect between leadership and employees is a surefire way to improve retention. When employees have confidence in and respect for their leaders, they work harder, perform better, and naturally, stay longer.

*Organizational Culture

Whether it’s a poisonous workplace attitude or a total absence of distinguishing personality, poor culture is one of the most common causes for employee turnover.

*Financial Wellness and Functional Retirement Plans

Retirement benefits are the top third reason that employees stay.

A functional retirement plan paired with financial wellness and consulting services can revolutionize retention.

*Employee Recognition

Openly acknowledging and expressing appreciation for employee contributions is one of the most powerful retention strategies an organization can focus on. Surfacing visible, timely, and specific appreciation is a great first step, and using a well-implemented employee recognition and rewards program is a great way to further cement recognition as a core aspect of organizational culture.

*Continuous Improvement

Make it clear that part of employee retention plan involves continually re-evaluating your own successes and strategies. If something isn’t working, it won’t remain just the same old non-functional company policy. It’ll be assessed and changed until there is an improvement.