Lori Knowles, Vice President Human Resources, Memorial Hermann Health System
Georgio Bantos, Senior Executive Director Healthcare, EdAssist
Facing a tightly contested talent market, and a first year turnover rate above the industry standard, Memorial Hermann developed an integrated plan to revitalize onboarding and first year experience. The impact was striking: first year retention jumped from 74% to 88%, savings millions in talent costs.
How? The Retention Engine is fueled by three core areas of need for healthcare workers – growth and development, leadership and management, and competitive benefits. It reframes existing programs to better support the organization’s goals, and includes new programs that reaffirm Memorial Hermann’s investment in its people.
Join this session to learn how the Retention Engine was designed, implemented, and measured – and to uncover strategies that can be applied to your organization’s retention goals.
- An approach to mapping the first year lifecycle that energizes and engages at key milestones
- Examples of 15+ tools and resources that can managers support the retention mission
- How to measure and communicate the ROI on Retention Programs that gets buy-in from the CFO