In anticipation of Thursday’s “Transforming Culture with Recognition” webisode, we’re sharing the success story that Allison and I worked on earlier this year. Each day this week, we’ll post a different part of the story of Grace Haven Assisted Living and how they turned around their negative work culture. Register for our Recognition TV webisode, and you’ll learn our prescription for success so you can transform your culture, too.From hospitals to manufacturers; non-profits to Fortune 500s—the story’s the same: employee retention and morale are two of the most pressing issues managers and human resources directors face today. Want to learn how one organization turned their culture from hopeless to hopeful in just a few short months? Read on…
Part One: Condition: Critical
There are 36,000 assisted living facilities in the U.S., serving more than one million elderly patients. Across the country, these facilities are charged with employing staff in high-pressure positions that require responsibility, discretion, compassion, and flexibility.
In addition to these challenges, this industry also struggles with higher than average employee turnover, absenteeism, and low morale. Administrators at assisted living facilities must find practical and creative ways to keep staff engaged and satisfied so they can provide the superior level of service expected by residents and residents’ families.
No exception to this troubling statistic, Grace Haven Assisted Living in St. Johns, Michigan was feeling powerless after watching turnover soar and morale plummet beginning in early 2010. The company’s nearly 200% resident growth in a few short months had clearly put pressure on all staff, but a culture of dissatisfaction had been developing over time as well.
Poor attendance was disrupting the day-to-day workflow and creating animosity among the staff. Accusations of favoritism were prevalent and in-fighting was a regular problem between shifts. In addition, resignations were so frequent that it was difficult to maintain the level of staff needed to keep the facility running effectively—and the extra strain on the workers only amplified their problems. Management knew that simply increasing the number of employees was only part of the solution.
Is the cliff hanger killing you? Download the complete employee recognition success story in our Recognition Resource Center.
Cori is Baudville's in-house Recognitionista (she's officially a Certified Recognition Professional, too) and a member of the Millennial generation. Get her employee recognition tips and special discounts by liking Baudville on Facebook.