Overview of Turnover
An example of voluntary separation by the employee.
Employee quits.
All of the data dashboards were created using this business intelligence software.
Tableau.
The three types of HR data metrics.
People Performance, General Workforce, Recruitment Metrics
Engaged employees are this percent less likely to leave the organization.
87%
The three categories used in the sample performance evaluation forms.
Professionalism, Communication, Patient Care
Separation initiated by the employer including lay-offs and discharges.
Involuntary turnover.
This position has the highest rate of turnover among the four workforce clinics.
Medical Assistants.
This Recruitment Metric measures the ratio of employees leaving the clinics within one year of hire.
Total first-year attrition rate (resignation rate)
Short, frequent check-ins to get valuable feedback-sometimes just one or two questions at a time.
Employee Pulsing or Pulsing Questions
The documented plan following a performance review to set goals, track performance, and inform check-in topics during future performance reviews.
Performance Improvement Plan
The record-setting healthcare turnover rate in 2019.
19%
Two common reasons that attributed to voluntary turnover among the four workforce clinics.
Any two of the following: employees found other employment, financial, relocation, continuing education.
This qualitative data metric can be collected through exit interviews.
Reason for Departure OR Voluntary vs. involuntary turnover.
Two out of the five categories of 360 Degree Feedback.
Any two of the following: Leadership, Interpersonal Skills, Problem-Solving, Motivation, and Efficiency.
You are the direct manager of about 100 employees. You don’t have time to fill out 100 performance evaluations. You can use this tool instead.
Performance Review Self-Assessment
The median financial cost to turnover to a company 20% of an employee’s salary. The amount of money it would cost to replace an employee that makes $45,000/year is…
$9000
Tracking first year attrition is important to an organization because…
It demonstrates the organization’s recruiting efforts and hiring success, it can inform decisions on onboarding and training efforts.
The Turnover Rate Calculator tool requires these two pieces of information.
The number of terminated employees AND the average number of terminated employees.
One reason why it is important to conduct an exit interview.
One way you as a manager can incorporate the GROW model into employee performance reviews.
Any one of the following: set a Goal, assess the current Reality, discuss Obstacles (or options), and provide a Will (way forward) through the challenge.
Your most experienced nurse practitioner (NP) just left your organization due to financial reasons. She was very close with the majority of patients and was well-liked by all. One way this could negatively affect a patient with diabetes is …
Any one of the following: the patient could lose motivation to go to appointments, lower satisfaction with care, less likely to adhere to treatment plans, less likely to check HbA1c levels, leading to worse health outcomes, higher mortality.
A reason why C-Suite (CEO, COO, CMO) positions have higher tenure is…
Any one of the following: higher salary and benefits, opportunity to collaborate across departments, opportunity to learn, more investment in building up the organization.
Your health center of 100 employees spent 260 hours hiring, onboarding, and developing new employees plus another 260 hours of unfilled time. The annual turnover rate for your health center last year was 12%. The cost of turnover is…
(Hiring + Onboarding + Development+ Unfilled Time) x (# of total employees x annual turnover percentage) = (260 +260) x (100 x 12%) = $6,240
During a stay interview, your employee expresses that they are frustrated with the health center’s current EHR. They are spending too much time updating patient information and it is affecting their overall joy in work. They would like to understand how to optimize EHR use. One action that could be taken to solve this issue would be…
Depending on position, talk to leadership and clinical directors about conducting an EHR training or give the employee EHR resources such as shortlists and workflows for specific task.
An employee has been arriving late to work frequently for the last few weeks. You have already reminded them to be punctual on two difference occasions. How would you discuss this issue with your employee using empathy in a performance review?
Any version of the following: Ask the employee if they are experiencing any personal issues, in their household, transportation barriers, etc. Ask the employee what is causing them to be unmotivated to arrive on time. Ask how you as a manager can make their work environment more positive in order to. Set a goal in order to improve their punctuality performance.