Chicago, IL (PRWEB) August 16, 2012
Many companies are continuing to experience changes in job responsibilities and organizational shifting with layoffs and budget constraints. Among such changes, many professionals feel it would be helpful to have a deeper understanding of what is really going on in these organizations; specifically in the health care industry, where many human resource professionals are scratching their heads to understand the key drivers behind high nursing turnover.
Such topics will be addressed at ASHHRA’s 48th Annual Conference and Exposition that is being held from September 23 – September 25 in Denver, CO, where Pat Sikora, senior TNS consultant, and Jane Lewis, director of organizational effectiveness at HCA, will be presenting “Diagnosing Turnover in New Nurses.” The conference is focused on leading people through change, and educating attendees on the leading trends in health care human resources.
As a global leader in survey research, consulting and technology, TNS Employee Insights offers creative solutions for increasing retention of top talent, engagement, brand experience and growth by monitoring the health of an organization. Combined with its expertise in customized employee surveys and measuring employee input over time, TNS performed a study in 2009 of a major global health care system and was able to establish the issues impacting growth and productivity in that industry.
Among the findings, the study established the key drivers of nursing engagement at the global health care system, maintaining that:
- Ten percent of employees understand how their work contributes to the success and overall mission of their company.
- In terms of intent to leave, only eight percent of employees had a clear understanding of what their job responsibilities are or what is expected of them.
- Ten percent of employees were satisfied with the amount of input and involvement they had in the decisions that directly affect their work.
- When asked if the environment was collaborative and promoted teamwork within the workgroup, nine percent of employees responded satisfactorily.
In addition, the project included a correlation analysis amongst the identified findings. This illustrates that the nursing sector often experiences the same drivers of turnover, such as: endorsement of their organization as a great place to work, job satisfaction, intent to leave, and overall impression of senior leaders.
An employee’s perception of leadership and senior management also has a direct impact on engagement and overall perspective of the organization. The study found that companies that report a higher level of engagement with senior management also report higher levels of satisfaction with the overall work environment. Similarly, an organization’s communication ratings directly correlate to the satisfaction of an employee’s physical work environment and perception of safety.
It seems that an analysis of turnover in the nursing sector acts as an indicator of other variables in the health care industry. The key drivers identified by TNS in this study uncover some significant factors that are correlated to engagement and satisfaction across the health care industry. While every organization has unique factors to consider, the strength of these correlations from one year to the next suggests there are some universal factors affecting the high turnover rate of nurses.
For additional information on the analysis of the health care industry and engagement and retention levels, please visit the Research Publications section of the TNS Employee Insights website.