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Employee Retention

Did you know that the retention rate for the University Health System is 91.5%? The Health System maintains an impressively low voluntary termination rate of 7.2%.

It costs a lot of money to hire and train new employees. In addition to the administrative costs, there is lost production when an experienced employee leaves.

How can you keep your employee turnover at a low rate and retain your valuable employees?

Supervisors are encouraged to utilize the resources on this Web site related to recruiting, rewarding and developing their employees. These resources are designed to help supervisors more effectively manage and retain their people.

In addition, the Health System is working hard to help supervisors retain their employees. Recently, a Workforce Planning Taskforce was appointed by the Health Systems Executive Director.

This Workforce Planning Taskforce completed a comprehensive study and proposed that UMHHC implement the six recommendations below. These recommendations are at various stages of evaluation and implementation.

Supervisors are encouraged to utilize these strategies whenever possible:

  1. Re-recruit current employees. Engage employees through strategies that incorporate a centrally-supported retention program, that promote work/life balance, that foster meaningful work, and that make career development an institutional goal.

  2. Mentoring, mentoring, mentoring. Design and implement a multifaceted mentoring process to develop managers, supervisors, employees and students.

  3. Invest in Leadership Development. Provide leadership development opportunities, training and resources to all managers and supervisors to enhance their leadership competencies.

  4. Expand the potential applicant pool. Develop varied ways to reach individuals in schools, colleges, universities and community groups to enhance awareness of career opportunities in healthcare.

  5. Coordinate recruitment efforts. Develop a coordinated recruitment program that is seamless and professional to our customers and potential employees.

  6. Become widely recognized as a great place to work. Enhance awareness of UMHHC in the community and in the labor market as a great place to work.