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The impact of turnover and being short-staffed is both financial and emotional and can cause ‘hiccups’ in infection control compliance and standards, thus creating risk and liability for everyone. Turnover and being short-staffed then becomes a risk management issue.

Talent retention is everyone’s responsibility. The result is a win-win and should be the goal of everyone in the practice. What if your job was more than just a job? How can you make your involvement in the practice and with co-workers more fun, more engaging, more enjoyable?

Join us as we answer these questions and explore key elements that contribute to “talent retention” like:

1. Understanding the practice’s UEP
2. Using job descriptions as a communication, performance and retention tool
3. SOPs
4. Principles of employee engagement
5. Creating an organizational culture that supports long-term retention

Focusing on your role in employee retention, along with the practice’s leadership, culture and engagement, may be a little more work than just tactics of recruiting and hiring, but will contribute to a more successful and sustainable future—with lower stress!

Speaker: Tim Twigg

Educational Funding Provided By: