Implement Mentorship Program 

This Mentorship program would help to improve two factors we found to be related to early employee turnover. Additionally, employee embeddedness also plays into long-term retention of employees.

• Select competent and senior nursing staff with experience to act as mentors

• Facilitate communication between preceptors and mentors of new employee

  • Confirm that there is communication of performance to aid in goal setting

• Ensure mentor and mentee meet and discuss goals and progress formally

  • Encourage informal meeting

• Ensure mentors are helping socialize their mentees and helping them adjust to the facility climate

• Meet with mentor and mentee formally to discuss goal progress 

• Incentivize meeting goals, with extra incentive for meeting deadlines

*See Appendix B for more details.

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Move Employee Recognition and Engagement to the Nectar HR Web-based Program

• Attend a demonstration session for NectarHR to better understand how the platform works.

• Run the free trial for NectarHR and see if the program fits your values and goals.

  • Connect company values and goals to the program to increase engagement and ability for recognition based on Copper Trace’s values. 

• Track the effectiveness of the program.

  • Conduct surveys throughout the trial of the program to understand how employees are feeling about it.

• Influence a standard for recognition of employees

  • Enact a standard that makes recognition of employees a daily practice both on and off the platform. 

*See Appendix C for more details

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Modify Management Action and Communication to Form Communication-based Climate

• Identify organizational goals and areas of improvement

• Select high-performers in the organization to be involved in the program

  • Educate on best practices and improve skillset

  • Provide incentives to increase motivation and engagement

• Remove poor performers or assist in improving performance

• Ensure quality patient care and satisfaction through supervision

*See Appendix D for more information

 

After our 150+ hours of online research, collection of Copper Trace specific data via a local survey of nursing staff at Copper Trace, and interview with an expert in the field of healthcare employee management and retention, our team has concluded that the above recommendations have the potential to increase retention of your nursing staff. While the recommendations may also have the ability to increase overall retention, our team ensured that the recommendations focus on the early stages of the employee experience to help meet the goal of increasing retention during the first 90 days of employment at Copper Trace. Additionally, the variety of startup time, cost, and factors modified related to retention ensures that at least one of the above recommendations will meet Copper Trace’s needs based on the current climate and management goals. The appendices also provide additional information and specification of these recommendations to Copper Trace’s specific environment to aid in the possible implementation of our team’s findings at Copper Trace.