WHAT WE DO
Our employee specific newsletter addresses the primary root cause issues of turnover, namely the lack of your staff feeling Valued, Appreciated and Respected.
We positively and publically promote new employees while simultaneously making your entire staff feel Valued, Appreciated and Respected. By addressing this issue in a public and positive manner, staff become engaged with the mission of the facility and simply provide better patient care. Recognizing your staff, in a public, positive and consistent manner, your staff becomes engaged, dedicated, satisfied and committed to their faciity.
Dedicated, Committed and Satisfied Staff are less inclined to leave which itself saves the facility significant dollars however the facility also realizes better quality outcomes, more satisfied residents and their families, better survey results, reduced
PL & GL exposure, reduced workers comp utilization, increased referrals and ultimately a stronger bottom line.
The Boomer Communications Facility Specific – Employee Focused Newsletter is exactly that, specific to your facility and your employees. With pictures of new hires every month as well as your “Hero” of the month and staff who are “shouted out” by their supervisors, as well as all employees birthdays and employment anniversaries, and special events with photos, the staff can’t wait for next month’s newsletter to arrive.
Created by Nursing Home professionals who understand the “issues” SNF and ALF operators face, a “proprietary data base” makes the monthly creation of the newsletter seamless, simple and efficient.
REDUCING TURNOVER
The Boomer Facility Specific Employee Newsletter is proud to be endorsed by the following vendors.
The healthcare industry in general has long struggled with high rates of employee turnover. In some states, the turnover rate for healthcare workers overall is double the national average for other jobs. In long-term care facilities those numbers are even higher, ranging from 45% to 66% even before the added stresses of the pandemic.
Low employee retention is especially worrisome in long-term care because it can have a direct impact on the quality of care a facility is able to provide. High turnover makes it difficult for an employer to establish and maintain a consistent company culture that makes new hires feel welcome. A facility that is left understaffed when workers leave their roles may have to resort to over scheduling remaining staff to avoid gaps in service to their residents. Those factors in turn contribute to a vicious cycle of quicker burnout and still more turnover.
Click on the endorsements above to be directed to their website.