As leaders, we have influence. Our words and actions have both positive and negative effects. When we talk about “plugging holes” in a staffing schedule, what impact does that phrase have on staff? While we certainly do not mean anything derogatory when we use these words, how would you feel if you were the person being “plugged into a hole”? To staff, this phrase can mean that as healthcare workers, they are simply interchangeable cogs in the nursing staffing wheel, rather than people with individual value, skill, and competencies. As a result, staff absences increase and workers begin to look for jobs that are better paid and require less risk and stress.
As we move into this “new normal” and grapple with the recruitment and retention crisis, what are some of the best ways we can inspire and motivate staff to stay? Your positive influence is key!
This two-part, interactive series provides an opportunity for organization leaders to discuss and process the effects of the staffing crisis and gain some strategies that may help to alleviate some of the shortage issues.
October 25, 2021 - Part I - Recruitment and Retention: Today’s Leadership Challenge This virtual, interactive exchange is offered at no charge and provides an opportunity for leaders to discuss the current staffing crisis. Facilitators Claudia Blumenstock and Ellen Bartoldus will share what they have heard from frontline staff about why they choose to stay with an organization or seek other employment. The facilitators will outline their approach to staff retention, as well as those leadership and organizational characteristics that can help attract new staff. This will provide leaders with the opportunity to contemplate some new thinking about recruitment and retention prior to the second session.
November 1, 2021 - Part II - “No One Wants Pizza”: A New Approach to Recruitment and Retention The staffing crisis has created tremendous tension between leadership and frontline staff. Many times, leaders feel like they are being held hostage by employees who take advantage of staff shortages. Frontline staff often feel that “incentives” like pizza and water bottles make light of the fear and distress created by the pandemic. This tension, if left unaddressed, can negatively impact even the most successful organization. This interactive, discussion-based session will explore some of the basic needs of employees to feel fulfilled in their work and ways to inspire and motivate staff to remain with your organization and recommend it to others . It examines the ways in which the attitudes, expectations, and behavior of leaders at all levels are often be perceived by staff and how they affect retention and recruitment.
Learning objectives include:
1.Examine ways in which leaders and frontline staff can create an authentic partnership that seeks to address both the needs of staff and the responsibilities of leadership as they face staffing challenges together.
2.Explore ways in which leaders can increase their interaction and engagement with frontline staff so that they feel valued, supported, and heard, which can have a positive impact on recruitment and retention,
3.Examine how top leadership and frontline staff perceive engagement with one another, and identify methods and approaches to overcoming obstacles.