You've learned how to recruit and retain Millennial workers; now you need the A, B, Cs of Gen Z. The first wave of Generation Z graduated from college in the spring. There are about 65 million Americans in this group, the youngest of which are still in grade school. Nonetheless, this is your future workforce, and it’s worth getting to know them now. According to author Mark Beal, Gen Z share some similar characteristics with Millennials. They are digital natives, community minded, and socially conscious. They also are competitive and driven to achieve. They’re team players who want to support the company’s goals, but they don’t want to be just a number or a face in the crowd. … [Read more...] about Move Over, Millennials: Here Comes Gen Z
Retention & Engagement
How Holidays Can Improve Worker Productivity, Satisfaction
Despite the distractions of festivities and other commitments, a recent survey says that workers actually claim to be more productive during the holiday season. In a survey of more than 2,800 workers, 65% say they are more productive during the period between Thanksgiving and New Year’s. The study suggests Miami, Chicago, and San Francisco are the most productive cities during the holidays, while St. Louis, Des Moines, and Boston are the least productive. In the same survey, workers offer some common barriers to holiday productivity. These include personal and social commitments, greater year-end workloads, cold and flu season, and holiday shopping. … [Read more...] about How Holidays Can Improve Worker Productivity, Satisfaction
Successful Succession Planning in All Departments
HR directors play a crucial role in helping C-suite executives plan for the next generation of corporate leadership, but don’t forget about the other departments. Succession planning is often viewed as a company’s plan for assuring business continuity and brand strength when a member of the C-suite retires or leaves. But smart HR leaders will extend succession planning concepts across the company, especially for key positions within each department. … [Read more...] about Successful Succession Planning in All Departments
How to Perk Up Your Perks
When it comes to perks, there’s a big disconnect between what employees want and what employers offer. With unemployment at nearly an all-time low, HR departments can expect a tougher battle for quality talent. One way to entice applicants is to offer perks that will differentiate your corporate culture from others who are competing locally for the same employee pool. When designing perks, the biggest mistake employers make is assuming they know what their employees value most. There’s actually quite a disconnect between what employers think are good perks and what employees actually want, notes global HR giant Robert Half, which surveyed more than 1,500 employees and 600 HR managers about corporate culture and perks. … [Read more...] about How to Perk Up Your Perks
Why Do Employees Leave?
A national turnover report surveys the top reasons why workers choose to quit. Hint: There’s more to it than money. More employees than ever are choosing to walk away from their jobs, putting pressure on HR teams to get a better understanding of what contributes to job satisfaction. In long-term and post-acute care (LTPAC), turnover rates are among the highest of any industry nationwide, exacerbated by severe pay disparities and a shortage of properly trained candidates. So, what inspires an employee to stay? Surprisingly, it’s about more than money. … [Read more...] about Why Do Employees Leave?
Show Me the Money
How does your CNA wage structure measure up? Attracting—and keeping—good talent in long-term and post-acute care (LTPAC) is about offering great corporate culture, engaging work and competitive pay. And the pay is the deciding factor, many would say. Turnover rates are consistently high in the certified nurse aide (CNA) category, so HR departments across the LTPAC continuum need to pay diligent attention to what’s going on with hourly CNA pay rates locally, regionally and across the country. CNAs are the workhorses of daily resident care, especially in assisted living, memory care and skilled nursing settings. As of July 2018, the national average pay for a CNA is about $15 per hour, although pay rates tend to swing from $14 to $17 an hour by region and care setting. The pay rate differentials between CNAs and other nursing positions are dramatic, and those trends … [Read more...] about Show Me the Money
8 Brilliant Benefits
Creative benefits differentiate your organization’s culture and keep staff smiling If you want to attract and keep good staff, you need to think beyond just salaries and traditional benefits. Being innovative with benefits and perks can showcase your organization as a great place to work and give you a competitive edge in attracting and keeping great employees. … [Read more...] about 8 Brilliant Benefits
The Search for CNAs
[vc_row full_width="stretch_row_content_no_spaces"][vc_column width="3/4"][vc_column_text css_animation="none"] SNF, AL providers struggle to find quality CNAs—and federal/state regs aren’t helping Certified nursing assistants (CNAs) are the backbone of post-acute care. But finding quality CNAs to recruit is harder than it should be, provider organizations say. As the demand for long-term and post-acute care services increases, providers are feeling the pinch in local markets where there is a lack of trained CNAs available. The 75-hour federal training requirement is difficult to fulfill in many regions, especially rural areas. Yet, 31 states require more training than the federal minimum—ranging from 80 to 180 hours. Amid the dearth of qualified CNAs, providers are often compelled to host their own training programs to ensure sufficient staffing. But if a provider receives a civil monetary penalty of more than $10,484 from the Centers for Medicare & Medicaid Services for … [Read more...] about The Search for CNAs
