BrightStar Retention Presentation
Transcript: STRATEGY RETENTION 11/12/18 STRATEGY PLANNING SUMMARY Here at BrightStar Care Lansing we have a limited number of applicants in the small community of Lansing that are interested in patient care and have the experience/qualifications. We should focus on retaining and bolstering training for individuals that already work for us. SUMMARY SWOT Analysis STRENGTHS We will end up spending less time on training and new hire introductions which improves our client rapport. Clients will be used to seeing the same faces which in a lot of cases is better. This will help us spread out through recommendation and improve our client / employee relations. WEAKNESSES There is no real weakness in keeping our existing employees! In actuality the process suggested may help us weed out unmotivated employees! OPPORTUNITIES Through this system we hope to have much longer employment times, more trained employees, less missed shifts, less disciplinary meetings, and a healthier work ethic overall! THREATS Could motivate the wrong employees. FOCUS AREA 1 The Issue THE PROBLEM THE PROBLEM Our employees are getting hired and then getting disciplinary meetings or quitting at an alarming rate. This creates a problem where we are paying for background checks and potentially losing someone in the next week because of scheduling conflicts or inexperience with our clients or even frustration. This happens with a majority of our employees to the point where we barely have anyone that fits our job requirements left to hire. In short we spend (x) amount of money on new hires a week and we are constantly disciplining/firing our existing employees for what should be basic work ethic. FOCUS AREA 2 FOCUS AREA 2 THE PLAN THE PLAN Seeing that this is a common problem in patient care why not try a different approach and create a budget toward incentives to offer for existing employees. Including: -$40-50 for every 10 consecutive shifts worked without incident/bad report from clients. -Expanding on Gas card rewards, approach businesses (restaurants, bowling alleys, etc.) and talk about potential discounts/offers -More employee appreciation events (spare time gathering, movie tickets, etc.) -Rewards for who picks up most shits during week $20 + 1st incentive of hitting 10 consecutive shift mark. -Provide BrightStar gear for the winter for (x) amount of shifts worked (fleece coats, hats, etc.) is also advertising for us. Plan for this budget to come out of existing funds that we spend on the new hire process of background checks that range $30-50 per person Average hire rate a week is 4-6 people ($120-$300) THE TIMELINE THE TIMELINE Introduction Introduction - Productivity - Rewards - Repeat Having this system start December 1st will encourage up working through the weekend and many employees will have the chance to receive a reward just in time for the holiday season! Productivity Rewards Repeat FOCUS AREA 3 FOCUS AREA 3 Our employees that have previously expressed that they have no free time to pick up shifts have been seen in the past picking up shifts for the chance at $100 potluck. I feel that setting guidelines and having a sure outcome to receive a reward will keep up motivation. This system of concentrated rewarding makes sure that our less desired/unmotivated caregivers wont receive these rewards. Evidence Evidence The Future The hopes of this project include: -Much longer employment -Less missed shifts -Less disciplinary -Healthier work ethic I think that this will be very important with the oncoming winter and holiday season. Encouraging people to come in for more shifts to make more Christmas money and gain outings instead of calling off because of bad weather conditions. We will also get to be more selective in our selection process when hiring employees. Hopes THANK YOU! END
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