Aging is an uncomfortable topic that people have struggled to discuss since ancient times. That same discomfort exists in organizational diversity and inclusion (D&I) initiatives, too. While many CEOs experience success with overall D&I programs, a PwC study found only 8 percent of CEOs target age-related D&I in their policies.
Diversity is incredibly important to a company’s workforce. Not only does it ensure that workforces reflect the populations they draw from, but it also helps drive innovation and supports revenue growth.
In health care, your employees’ understanding of and adherence to compliance efforts can be a matter of life and death. If health care workers—from custodians to surgeons—don’t understand why safety procedures and regulations are important to them and follow those policies appropriately, patients could pay the ultimate price.
With healthcare costs rising again in 2018, businesses are looking for ways to keep employees healthy. Addressing health behaviors upstream–prevention–is far less costly than paying for treatments. But you already know that.
The Affordable Care Act, rising costs of care, growing numbers of baby-boomers needing increased care – there are a lot of reasons why there are more great healthcare jobs than there are great candidates right now.
Mergers, consolidation and closures make thoughtful organizational branding crucial for any healthcare system or hospital group to engage and retain patients, as well as recruit top physicians and nurses.
Here are the key factors you should consider to establish and maintain an effective brand strategy.
A seasoned nursing staff can be a healthcare organization’s greatest asset. They inspire patient-confidence, maintain institutional knowledge, and provide leadership during critical moments. They have measurable value. A 2016 report on nursing retention found most U.S. hospitals could save $5 to $8 million annually by reducing nurse turnover. Furthermore, a competent nursing staff has been linked to better patient outcomes.
Everything we do is greater than the sum of our individual contributions.
So we got together over lunch to make this for you.
Before you issue your next RFP to select an agency partner, stop and ask, “why.” Are you legally required to issue RFPs? Do your bylaws require it? Or is it just the way it’s always been done? If it’s not required, consider these reasons to ditch RFPs. If it is required, read on for four ways to find the right agency partner using RFPs.
When LinkedIn learned that one in three parents don’t understand what their children do for work, the company created Bring In Your Parents To Work Day. (Google has been doing this since 2012 in an appropriately massive Google way.)