(Oct. 25, 2024) – Strategies that address workforce recruitment and retention are essential to providing optimal health in Kansas. The Workforce Strategies Award recognizes a team of employees, providers or volunteers who have significantly contributed to the well-being, retention or recruitment of health care workers at their facility.
Phillips County Health Systems' Employee Engagement and Wellness Committee is this year's winner. If you have not seen the video highlighting their teamwork on workforce retention and recruitment strategies, I encourage you to watch it.
Over the next few months, the Kansas Hospital Association will highlight all the nominees for the Workforce Strategies Award and feature best practices on recruitment and retention on the KHA website. The Employee Engagement and Wellness Committee from Phillips County Health Systems in Phillipsburg kicked off the series.
The Employee Engagement and Wellness Committee at Phillips County Health Systems exemplifies extraordinary leadership and dedication to staff well-being and retention. By implementing innovative programs and creating a supportive work environment, the committee has drastically reduced staff turnover from 4-6 percent per month in 2023 to under 1 percent in 2024, achieving several months with 0 percent turnover.
Initiatives, such as the HOSA program, Employee Wellness Program and mentorship program, showcase their commitment to attracting and retaining quality health care professionals. The committee's proactive approach and unwavering support for employees set a high standard for other teams, making them a true role model.
The committee demonstrates compassion and empathy by recognizing and celebrating employees' milestones such as birthdays, retirements and other significant events. Their Employee Wellness Program includes free access to the local gym, nutrition seminars and other activities to promote physical and mental well-being. These efforts show a deep respect for employees' health and happiness. The committee also fosters an inclusive and supportive environment by organizing family-friendly events like the Fall Fest, which features bouncy houses, s'mores and activities for employees and their families. Their initiatives promote cooperation and collaboration, enhancing team unity and creating a positive workplace culture.
The committee launched several key initiatives to address staff turnover and improve employee engagement:
- HOSA Program: Partnered with the local high school to introduce students to health care careers through hands-on activities and mentorship, fostering future talent.
- Employee Wellness Program: Implemented quarterly wellness challenges with prizes, gym introduction tours with free gym memberships, nutrition seminars and other health-promoting activities.
- Mentorship Program: Paired seasoned employees with new hires to provide guidance, support and foster professional growth.
- Annual and Additional Celebrations: Organized events like the yearly Hospital Week celebrations, Daisy Award Ceremony, Years of Service Banquet and the new Fall Fest, which featured activities for employees and their families to enhance team bonding.
- Apprenticeship Program: Facilitated the first apprenticeship through the TalentGro program, with additional apprenticeships in the pipeline, providing structured training, career development opportunities and funding.
- Relocation and Retention Incentives: Partnered with the local Economic Development Center to offer relocation incentives, ROZ program information and retention incentives for recruits.
- Student Loan Repayment Program: Designed a robust student loan repayment program through grants from two foundations, making the hospital more competitive for recent graduates.
These initiatives have created a more stable, motivated and engaged workforce.
The committee identified vital issues such as high staff turnover and employee well-being through regular feedback and data analysis. By engaging in shared decision-making and collaboration, the team developed targeted initiatives to address these challenges. The team comprises dedicated members from various departments within the hospital, each bringing unique skills and perspectives. They held regular meetings to discuss progress, gather input and make adjustments as needed, ensuring all team members and stakeholders were involved in the decision-making process. Open communication was fostered through transparent updates and inclusive discussions, allowing diverse perspectives and innovative solutions. This collaborative and communicative approach has been instrumental in their strategies' successful implementation and positive impact, creating a cohesive and effective team dynamic.
Congratulations to Phillips County Health Systems' Employee Engagement and Wellness Committee. This feature is the first in a series of articles highlighting best practices on retention and recruitment strategies.
--Cindy Samuelson