RECRUITING & RETAINING THE NEXT GENERATION

Transcription

1 RECRUITING & RETAINING THE NEXT GENERATION Marcylle Combs MS, RN, BS, CHCE October 5 th, 2017 WRC-ALCA 27 th Annual OBJECTIVES Advance care manager knowledge in interdisciplinary team building and techniques to distinguish how the characteristics of the generations affect the workplace Identify recruiting methods that promote a diverse and inclusive environment and enhance inter-organizational relations Describe the approaches necessary to retain caring employees UTAH S NURSING SHORTAGE The current shortage in Utah is unique: the state has one of the highest birth rates in the nation combined with a growing elderly population that lives longer than average. This combination has landed Utah near the bottom of the nationwide nurse-per-population ratio charts. 1

2 THE TYPICAL RN WORKING IN UTAH 89% female; 11% male 44 years old Compared to a national workforce average of 50 years. Utah has a higher share of RNs in the younger age cohorts Caucasian (93%) Educated with a BSN (42%) but ASN degrees are also common (38%) Earning an average of $55,000 a year Working in a hospital setting (61%) (Similar to National Worforce) home health (7%), ambulatory care (6%), and nursing homes (5%) Working in an urban community (51%) over 25% of RNs are working in Salt Lake County alone Hired as a staff nurse (64%) Caring for an adult patient population (48%) Planning to retire in an average of 19 years 2

3 RETIREMENT OUTLOOK Of the RNs who plan to leave their current position within 3 years, 58% (3,612 RNs) plan to move to another nursing position, 11% (707 RNs) plan to leave temporarily 30% (1,889 RNs) plan to leave their nursing position permanently. Of these RNs who plan to leave their nursing position permanently, 73% (1,203) plan to retire. Some other reasons for planning to leave permanently include salaries are too low (7%) stressful work environment (3%) career change (3%) taking care of family (1%). PROJECTED SUPPLY OF RNS

4 THE GOOD NEWS Utah s RN workforce will continue to see growth through 2030 RN FTEs in the state of Utah in 2012 was 19,700 and is projected to grow to 31,200 by This is a 4% annual increase in the number of RN FTEs in the state of Utah GENERATIONS The Baby Boomers ( ) Gen X ( ) The Millennials ( ) THE BABY BOOMERS ( ) Born after or during WW II. Raised in the era of extreme optimism, opportunity, and progress. 80 million strong Optimistic Challenged and changed every market they touched Changed every market out there: Martin Luther King, John Fitzgerald Kennedy, Beaver Cleaver, John Belushi, Barbra Streisand, Janis Joplin, Captain Kangaroo, Mel Gibson, Danny Devito, Michael Douglas 1951: Life expectancy was : 4 million television sets 1960: 50 million television sets Vietnam televised Watergate Recession Women and human rights movements Chiquita bananas introduced 4

5 GENERATION X ( ) Born after the blush of the Baby Boom Came of age deep in the shadow of the Boomers Skeptical, resourceful, and independent. Cable TV, VCRs, video games, fax machines, microwaves, pagers, cell phones, personal computers Violence AIDS Crack cocaine Drunk drivers Latchkey kids MILLENNIALS ( ) Changing the world as much as the boomers 80 million strong (as much as boomers) still growing due to immigration This is the first generation of Americans that resists reading and increasingly keeps the TV off. NutraSweet introduced into diet drinks Arnold Schwarzenegger becomes a US citizen Influences of Millennials 4 in 5 working Mothers 1 in 3 is NOT Caucasian Digital world Single parent homes (2 in 3) Columbine 2% have one or more parent incarcerated Sept. 11 th

6 EDUCATION Most young adults today lack a college degree Millennials are still the most educated generation to date, with 34% having at least a bachelor s degree Among people ages 65 and older in 1965 only 5% had completed a bachelor s degree or more By 2014, this had risen to 25% MILLENNIAL LIFESTYLE: THRIFTY, FUN & FUELED BY CAFFEINE Millennials grab coffee or food to go 11 times per month Gen X (7 times) Boomers (5 times) Millennials use debit cards, cash and checks for 50% of their overall monthly spend, & credit for only 33% 6

7 RECRUITING BE PREPARED Millennials check you out first Millennials Google search info about their prospective companies Millennials ask their employers specific questions 7

8 THE WAR FOR TALENT 2010 most critical resource: Talent 15% fewer Americans age ,000 Baby Boomers a day turn 65 ECONOMISTS PLACE TALENT AS 50% OF COMPANY S WORTH Corporate success is increasingly driven by talent. Talented employees are increasing choosing to work for responsible companies. Companies that want to succeed need to act responsibly. FLEXIBLE WORKING PRACTICES 8

9 ATTRACTING THE TALENTED Think creatively: Query about environmental passions Mention you are eco-friendly when advertising (if you are!) THINK CREATIVELY 9

10 We need creative people to transform creative ideas into products that surprise and delight our guests. We call each other "partners". We respect our customers and each other. We're dedicated to caring for the environment and giving back to the communities where we do business. If you share our desire to make a responsible difference in the world and hold yourself to the highest of professional and personal standards, you're of particular interest please contact RECRUITMENT: OFFERING PART TIME Bringing trained and experienced women back into the workforce is likely to prove to be very powerful, and will require changing expectations of patterns of employment RECRUITMENT: CHILD CARE Child care on and off site Your own Partnering with a near by supplier 10

11 RECRUITMENT: LAUNDRY SERVICE Laundry services Energy efficient washers and dryers (provided in house) Cleaners with discounts for uniforms Uniforms RECRUITMENT: Financial services Onsite Group meetings Banking ATMs etc. FINANCIAL RECRUITMENT: LIFETIME SKILLS Career planning services Coaching Mentoring 11

12 RECRUITMENT: WELLNESS Wellness centers Nurse practitioners Physicians Recreational centers RETAINING MILLENNIALS You have to treat your employees like your customers. When you treat them right they will treat your outside customers right. Herb Kelleher, SOUTHWEST Airlines 12

13 ENCOURAGE EDUCATION More demands on nurses 4 year degree is critical ONBOARDING The process of integrating your new employee into your organization Onboarding is more than just new hire orientation Sets the tone of your relationship The process starts upon hire before their first day. Create a detailed checklist Communicate expectations Give them time to get adjusted RETENTION Essential Components: Flexibility Emotions Growth Benefits Compensation 13

14 STABILITY, FLEXIBILITY, & AUTOMATION CREATING A MILLENNIAL FRIENDLY ENVIRONMENT Requires change You can change the world by changing the way your company does business. 14

15 MILLENNIAL LOYALTY SAVING THE WORLD AND ECONOMIZING Potential employees for the first time are asking if we are paperless. Paperless agencies save the environment Potential dollars per year($10-100,000) Improves employee satisfaction CAR PROGRAMS Potential employees for the first time are asking if we are paperless. Down payment cash for klunkers Company cars SMART CAR mpg 95% recyclable; Toyota Prius mpg 15

16 PAY IT FORWARD PROGRAM Each office was given $1000 to do something good for the community or the people The office that raised the most money won a prize The community benefited and so did the employees COMPANIES THAT DO GOOD, REAP BENEFITS Charitable activities can enhance a company s brand 26:12 A NON-PROFIT: TO DO GOOD Allows employees to do good work for the community, the country & the world. Examples: Operation Christmas Child(1000) Belize Palliative Care New Orleans Habitat for Humanity 16

17 EMOTIONS Millennials learn from trial and error Trial and error are a standard in this generation EMOTIONS Millennials believe that the best rewards come from people who take risks. Allow programs for this to happen. PLAIN TALK AND INCLUSIVENESS 17

18 FLEXIBILITY Evaluate how the electronic world can allow people to work from different settings Pay practices that are against the norm Salary increases every two months for incentive based programs PRESS START TO CONTINUE MENTORING LEADERSHIP Millennials want more out of life: They are more likely to do their own thing QUESTION: How can we create a workplace that allows them to do that? 18

19 MENTORING THE NEXT GENERATION Ritz Carlton message Use the KISS method to your vision Choose 3-4 values only 19

20 PHONE: FAX: