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If it feels like you're losing a disproportionate share of early-tenure staff, you're not alone. Nationally, more than a quarter of all hospital turnover is attributed to staff with less than one year of tenure.
While millennials share many similarities with the rest of the health care workforce, they're living in a different environment than older generations. Moreover, millennials have fewer past work experiences to base their decisions on, think in shorter-term increments, and have more options than ever before.
Follow the six steps below to find everything you need to connect with these employees and stop early turnover.
Explore the results from our national benchmarking survey on turnover, vacancy, and premium labor rates. This tool allows you to slice and dice data by region, bed size, and more.
Use our online menu of behavioral-based questions to build custominterview templates.
Review this list of questions to identify opportunities to strengthen your institution's new hire onboarding program. If you answer "no" to a question, the column on the right directs you to the relevant resource within our full guide on new hire onboarding.
Quick onboarding self-assessment to pinpoint gaps
Get icebreakers and learning activities to incorporate into orientation as alternatives to lectures.
Sample interactive onboarding activities
Use these steps to build a buddy program to provide new hires with a designated peer who can help answer questions and orient the new hire to organizational culture.
Get templates for welcome letters that managers can send to each new hire before their start date.
Help managers gauge how a new hire is adjusting and surface any potential retention concerns with this editable discussion guide.
Download an editable checklist containing all the steps managers should take before each new hire's first day.
Identify new hires who have significantly different perceptions from their managers (which could be anearly warning sign of future turnover).
Survey to pinpoint new hires who feel like they're under-performing
See how Overlake Hospital Medical Center structures career ladders for two entry-level roles: medical assistants and front desk staff.
Career ladder for medical assistants
Career ladder for clinic front desk staff
Use this tool with individual staff members to outline a plan for their continued growth and development.
Use this assessment to identify red flags indicating that an individual team member might be thinking of leaving your organization.
One-page tool managers can use to assess flight risk managers can use to assess flight risk
Interview staff using this "stay interview" guide to discuss how your organization can better use and recognize their talents.
Questions to discuss in "stay" interviews
Engage staff in conversation before they leave to understand what is prompting the decision and what your organization can do to encourage them to stay.
Guide for resignation recovery conversations
Find out how you can reach out to former employees to gauge interest in returning and maintain relationships with departing employees who could be rehired in the future.
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