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Employee Retention Strategies in Healthcare

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4 Employee Retention Strategies in Healthcare

How can your healthcare business retain your best employees – those who deliver exceptional patient care and give you a competitive edge? Start by using these: 4 Key Employee Retention Strategies in Healthcare.

4 Employee Retention Strategies in HealthcareCBS News reports, “the average cost of replacing an employee amounts to fully 20 percent of the person’s annual salary.” This equates to approximately $10,000 added cost to replace an employee with an annual salary of $50,000. Let’s face it: a high rate of employee turnover costs businesses time, productivity and money. But in the healthcare industry, employee turnover is especially costly: as the rate of turnover increases, the quality of patient care significantly declines.[1] Furthermore, when employees leave, their duties are shifted to the remaining personnel resulting in undue stress and burnout. This lingering anxiety among employees can cripple an organization because turnover becomes the norm and thus the cycle gets repeated:

Employee Retention Strategies

Healthcare professionals deal with enough daily stressors and demands without adding to their workloads the routine departures of co-workers. If your healthcare business is suffering from high turnover, let us help you increase your employees’ job satisfaction. Start with our 4 retention strategies targeted specifically to healthcare businesses.

4 Key Employee Retention Strategies in Healthcare:

#1: If you have a high turnover rate, find out why.

Before you can begin to create successful retention strategies, you must first troubleshoot for unresolved issues in your organization. Identifying and then addressing employees’ concerns is a critical step to increase your retention rate. Once the problems are remedied, you can implement the next steps to build solid foundation of employee satisfaction and growth.

To begin, ask your employees to answer a quick 10-question survey; keep the survey anonymous. The answers to these questions will help you discern any current underlying problem areas.

  1. Do you agree with the mission of this organization?
  2. Does your manager inspire you?
  3. Do you feel teamwork is practiced among your co-workers?
  4. Are your co-workers held accountable for the work they produce?
  5. Do you feel valued for the work that you do?
  6. Are the amount of work and the pace of work you are required to perform reasonable?
  7. Do you feel information is shared openly and communication is encouraged?
  8. Do you receive the training you need to perform your job well?
  9. Do you have the tools you need to perform your job efficiently?
  10. Do you have adequate opportunities for professional growth and development?

#2. Make training and re-training a priority.

Ask any employee: there’s nothing worse than being expected to do a job you don’t know how to do. One reason your employees may feel overwhelmed and eventually leave your facility is they are not properly equipped to perform their jobs. If your managers do not have time to train or re-train your employees adequately, consider implementing an employee training system that does not drain your managers’ time.

Learn more → Consolidating Employee Training

#3. Communicate!

If you want to increase employee job satisfaction, you need to have effective communication throughout your organization. If information is not disseminated clearly and in a timely manner, company-wide frustration will ensue. Managers should consistently and clearly communicate job expectations, company policies, mission statements, goals, plans, and upcoming events. There are several methods of communication, and it may be a case of experimenting with different approaches until you find what works best for your company: emails, bulletins, meetings, videos, etc.

CEU360's LMS

Managers should also communicate recognition and rewards to those employees who go above and beyond fulfilling their job duties. This will generate a positive work environment for all staff, boosting moral and encouraging hard work and effort.

Finally, staff should be allowed to communicate honestly and openly with management. If employees are afraid to speak, they are unlikely to put much effort into their jobs and they will probably want to leave as soon as possible. Therefore, your employees should feel they can raise concerns in a non-threatening environment. Encouraging employee feedback by using the 10-question survey (above) can be the first step you take to foster open communication in your business.

#4. Provide unique opportunities your employees will not receive from your competitors.

The best way to decrease your turnover rate is to offer your employees unique opportunities for career growth and development. This type of investment shows your employees you care about their future, making it hard for them to leave your company. For example, offering continuing education options is a cost-effective approach to cultivate career development among healthcare professionals.

If you are interested in establishing a program for career development and training in your healthcare facility, click here to find out how to do so. Keep in mind that investing in your employees now will save your business money in the future.

[1] J Nurs Scholarsh. 2010 Mar;42(1):40-9.

Originally published in 2014.

Employers Save Money Offering Continuing Education at Home for Healthcare Professionals

Your employees can complete their continuing education at home, saving lost time away from work and keeping money in your pocket. Here’s how…

Employers Save Money Offering Continuing Education at Home for Healthcare ProfessionalsWith a customized learning management system, your employees can work on their required CEU courses:

  • Without traveling to conferences,
  • Without scheduling classes and missing time from work,
  • At their own pace,
  • At home after work hours, or
  • Intermittently, during down times at work.

With’s learning management system, your employees can do all this and more! provides a convenient and affordable online solution for healthcare teams with unlimited access to an extensive library of elite continuing education courses – over 850 hours of CE content for physical therapists, occupational therapists, speech language pathologists, massage therapists, athletic trainers and nurses.  Plus, CEU360’s learning management system stores CE certificates and tracks company training and professional regulatory compliance training (OSHA, JCAHO, HIPAA, etc.) in a safe cloud database.

Learn more:

Learning On-the-Go

With, the continuing education experience isn’t limited to a desktop computer or DVD at home. Using a cloud-based solution, streams video courses directly to tablets and smartphones. Employees can literally take their learning in their own hands, completing their CE requirements anywhere, anytime with use of an iPad, iPhone or Android mobile device.

What Companies Can Benefit Most from’s Learning Management System?

  • Rehabilitation Centers and Pain Management Centers – companies that provide multidisciplinary therapy in a central location.
  • Hospitals, Clinics, and other Healthcare Facilities – companies that provide comprehensive care in one or more locations.
  • Outpatient Therapy Providers and Home Health – companies that provide OT, PT or nursing services on an outpatient basis.
  • Doctors’ Offices – A physician or physicians’ group who provide in-house therapy or nursing services.
  • Contract Providers – companies that contract with skilled nursing facilities, rehabilitation centers, home health providers, hospitals and more.
  • Athletic Training Facilities and Gyms – companies that provide both recreational and therapeutic personal training programs.
  • Any additional staffing agencies or other businesses that require new hire and/or ongoing employee training.

If you’re interested in learning more about providing continuing education at home or on-the-go for your healthcare team, schedule a free demo now. Take a tour of our robust learning manage system today and start reaping the benefits tomorrow.

Updated October 2015. Originally published in 2014.