Staff Retention August 7, 2015 Brandi Alexander, BSW Michelle R. Datema, MS RN Rita Trinklein, MA Cynthia Zagar, LMSW

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Who are we? 2

Who are you?

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Cost of Staff Turnover Finding, hiring, and training= 1.5 X employee

yearly salary What are the non-dollar related costs? What’s the impact on you? Your program and model fidelity? Families?

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Bringing Staff Retention to Life: 5

Engagement Vs. Satisfaction Satisfaction: A measurement of an employee’s

“happiness” with the current job and conditions; it does not measure how much effort the employee is willing to expend

Engagement: A measurement of an employee’s emotional commitment to an organization; it takes into account the amount of discretionary effort an employee expends on behalf of the organization

“Employee Satisfaction vs. Employee Engagement: Are They the Same Thing? An ADP White Paper”, 2012; adp.com

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Engagement and Satisfaction

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ENG

AG

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GA

GED

SATISFIED DISSATISFIED

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Satisfied Employees: Job security, organizations financial stability, compensation and benefits

Engaged Employees: The work itself, relationship with co-workers, opportunities to use skills and abilities, relationship with immediate supervisor, and the meaningfulness of the job Society for Human Resource Management (SHRM) 2011 Employee Job and Satisfaction Survey

Engagement Vs. Satisfaction 8

Measuring Engagement/ Satisfaction: 9

The Q 12: 1) Do you know what is expected of you at

work?

2) Do you have the materials and

equipment to do your work right?

3) At work, do you have the opportunity to

do what you do best every day?

4) In the last seven days, have you

received recognition or praise for doing

good work?

5) Does your supervisor, or someone at

work, seem to care about you as a

person?

6) Is there someone at work who

encourages your development?

10 7) At work, do your opinions seem to count?

8) Does the mission/purpose of your company make you feel your job is important?

9) Are your associates (fellow employees) committed to doing quality work?

10) Do you have a best friend at work?

11) In the last six months, has someone at work talked to you about your progress?

12) In the last year, have you had opportunities to learn and grow?

q12.gallup.com

Bringing Engagement to Life: 11

Key Points Keeping in mind the real

cost of turnover Why engaged employees

are your biggest asset What is important in order

to actively engage employees

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The Importance of Right Fit

Interview for “soft-skills” and reflective capacity

Use behavioral interviewing Use those probationary days to assess fit Counsel out if necessary

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What to Look For*: Are they connecting with you? Is the conversation reciprocal? Are they

asking questions too? Are they comfortable sharing how they are

feeling? How do YOU feel in their presence? How do they relate to front office staff or

other staff they might meet incidentally?

*Questions provided by Healthy Families America National Office

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What to Ask*: Outside of work, what experiences in your life have

helped you be ready for this kind of work? What kinds of things do you do to nurture yourself,

reduce stress, and maintain a balanced life? What do you think it’s like to be your supervisor?

What do you need to work on? What relationship in your life is the best model in a

general sense for how you would like to approach relationships with families and why?

*Questions provided by Healthy Families America National Office

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Bringing Interviewing to Life: 16

Supervision: Engagement Key person to support staff retention is

supervisor Supervisor is a primary element that is vital to

maintaining an engaged culture If it’s true that supervisors are so critical to

staff retention, and if we want to retain engaged staff members, there is a link between supervision and engagement.

How do supervisors contribute to staff engagement?

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Bringing Supervision to Life: 18

The Generation Gap Learning styles and needs are different There are also differences in opinions and

attitudes Understanding differences is key The Traditionalist vs. The Baby Boomer vs.

Generation X vs. Generation Y/ Millennial and Generation Z

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What we Know about Recognition Specific Unpredictable Special Frequent Parallel Strength-based

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How??? Remember the costs and impact of staff

attrition Put it on your calendar Keep recognition support items handy Track the recognition you give Get support from your peers Give yourself enough time to plan for any

group event

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Bringing Appreciation to Life: 22

Key Points Right fit is vital Interview for reflective

capacity Staff appreciation and

recognition reflect the parallel process in this work

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Some Examples Letters from parents Letters from the child’s perspective All staff members identifying specific things that

others did well and compiling them Whisper Circle Supervisor’s identifying specific things that their

staff did well and the impact it made and saying it out loud

Use of symbols: rocks, butterflies, puzzles Program credo

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Music to Set the Mood Imagine (John Lennon) In Wonder (Osho) My Wish (Rascal Flatts) This Place (Kem) Somewhere Over the Rainbow (Various) Wonderful World (Louis Armstrong) Seasons of Love (Cast of Rent) Let it Be (The Beatles) Bridge Over Troubled Waters (The Beatles) Lean on Me (Bill Withers) Kind and Generous (Natalie Merchant) Trouble Me (10,000 Maniacs) Heal the World (Michael Jackson)

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Added Benefits to Program Managers and Supervisors

Focusing on strengths helps to focus on strengths

Re-grounded us in the work and in the gifts that the staff had

Left feeling re-energized and empowered

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Bringing Appreciation to Life: 27

Questions????? 28

Thank you!!! Brandi Alexander balexander@familyfutures.net 616-855-5451 Michelle R. Datema mdatema@calhouncountymi.gov 269-969-6392 Rita Trinklein trinkleinr@sisd.cc 989-752-2193 Ext. 2220 Cynthia Zagar czagar@mphi.org (517) 324-8343

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