Alegent Health Care Clinic located in Omaha, Nebraska named one of the "Best Places to Work" in Omaha has not always been this way. A couple of years ago the company consisted of about 8,900 employees to include physicians within their 200 locations. The turnover rate was 24 percent and this cost the company roughly $15 million a year. After realizing that the HR department need some "acute care treatment" Alegent began forming an employee-retention task force. Since the task force has come in and made changes the turnover rate has dropped significantly. So how did Alegent's practices match with the recommended retention practices covered in Chapter 5 and why was Alegent's broad-based approach to the nursing retention important?
How did Alegent's practices match with the recommended retention practices covered in Chapter 5? To begin let's look at the drivers of retention. The drivers of retention are: organizational and management factors, work relationships, job and work-life, rewards: compensation, benefits, and performance, career training and development, and employer policies and practices. It is important that Alegent first looked at these drivers to discover the key areas that needed the most focus. Alegent chose to change the employee communication program, the reward and recognition program and the Nurse Retention program. Dave Gambino who is the Vice President of marketing and business believed making these changes would work because he believes that happy employees will deliver exceptional customer service and stay around (Employee satisfaction, 2003). For the communication program an Employee Relations Council was formed and this served as a liaison between employees and senior management to address employee concerns and issues. The counsel consist of various professions throughout Alegent's departments within the organization. Alegent than began to revamp the rewards program by initiating "Alegent One" an employee...
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