Executive Summary
Employee turnover is one of the aspects that determine an organization’s chances of successful growth and development due to potential undesirable changes in the overall performance and operational costs. It is proof of internal inconsistencies in the facility’s operation connected to ineffective employment practices. That is why this challenge is associated with the necessity to allocate additional costs for recruiting and training staff as well as developing programs aimed at minimizing the desire to switch jobs.
High employee turnover is one of the problems that has been faced by Belmont Village during the past four months. Because both longtime and new employees were lost, it is critical to developing a sustainability program aimed at decreasing the turnover rate. This proposal outlines the peculiarities of the sustainability program needed to overcome the existing problems connected to turnover issues, such as decreased productivity, dissatisfaction with provided care, the drop in the quality of care, impaired health outcomes, and poor working environment.
The foundation of the program is the belief that setting clear objectives for the future development, as well as identifying steps necessary for achieving them, is a meaningful way for coping with the issues faced by Belmont Village. In this way, identifying employees’ needs and measuring their satisfaction with the working environment by conducting a survey – completing internal research – is the first step in addressing the problem.
The second stage of program development is determining clear operational objectives, such as increased employee involvement and loyalty, higher workplace satisfaction rate, improved communication opportunities, and enhancing cooperation among team members. The third step is retraining employees based on survey results so that it is easier to address all risk factors related to quitting intentions. All in all, the proposed sustainability program is potentially helpful for decreasing the overall employee turnover rate and making staff more dedicated to Belmont Village as well as more productive and efficient in providing care to patients.
Budget
Even though selected research method – questionnaires and surveys – is cost-effective, the program should still include budget due to the necessity of implementing retraining initiatives at later stages of the study. Project budget is essential for assuring that all costs are planned thoroughly so that it is less problematic to allocate funds, as sponsors will have resources necessary for developing cost-benefit analysis (Wilson, 2014) (see Table 1).
Conclusion
Although developing the proposed sustainability program requires mobilizing internal management resources and staff, its potential contribution to addressing the high employee turnover challenge is priceless, as benefits significantly outweigh costs. However, it is essential to realize that the initiative will be effective only in the case of staff involvement because employees are the major source of information needed for identifying the existing issues related to quitting intentions.
Therefore, once implemented thoroughly and informed of in detail, the proposed sustainability program is potentially helpful for decreasing the overall turnover rate, thus increasing employee satisfaction with the working conditions and making them more dedicated and productive that is directly associated with the improved organizational performance and higher quality of provided patient care.
Reference
Wilson, R. (2014). A comprehensive guide for project management schedule and cost control: Methods and models for managing the project lifecycle. Upper Saddle River, NJ: Pearson.