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Optimize Recruitment and Retention through Resilience

Learn how to enhance recruitment and retention by cultivating personal resilience in the workplace. Explore the importance of resilience, the costs of stress, and effective strategies for supporting employee well-being.

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Optimize Recruitment and Retention through Resilience

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  1. Optimize Recruitment and Retention through Resilience Lutheran Services in America Presented by Bette McNee & Erin O’Leary April 30 – May 2, 2019

  2. Resilience What is Resilience?

  3. Consider the Bridge

  4. Quiz How Resilient Are You?

  5. Why is Resilience Needed at Work? • Constant Change • Life-Work Balance Stress • Physical and Emotional Stress

  6. What is Their Stress Costing You? • Productivity • Absenteeism • Turnover • Burnout • Fatigue • Workplace Injuries • Reputation/Recruitment Challenges

  7. How Can You Help Team Members Build Personal Resilience? Conventional Approaches: • Access to Employee Assistance Program (EAP) • Providing telehealth services for emotional health or counseling • Wellness Programs - Apps for stress reduction and mindfulness, fitness centers and financial well-being programs • Promoting work-life balance by offering flexible work options, paid time off, paid parental leave and other paid leave programs

  8. How Can You TRULY Help Team Members Build Personal Resilience? • Create a Culture of Caring - One Day of Empathy • Prioritize Total Worker Health - safety committee, safe resident handling, stretch & flex, • Connect Work as a Passion – match skills and mission

  9. The information in this publication and presentation was compiled by The Graham Company from sources believed to be reliable. Further, all sample policies and procedures herein should serve as a guideline which you can use to create your own policies and procedures. We trust that you will customize these samples to reflect your own operations and believe that these samples may serve as a helpful platform for this endeavor. Any and all information contained herein is not intended to constitute legal advice and accordingly, you should consult with your own attorneys when developing programs and policies. We do not guarantee the accuracy of this information or any results and further assume no liability in connection with this publication and presentation and sample policies and procedures, including any information, methods or safety suggestions contained herein. Moreover, The Graham Company reminds you that this cannot be assumed to contain every acceptable safety and compliance procedure or that additional procedures might not be appropriate under the circumstances. The subject matter of this publication and presentation is not tied to any specific insurance product nor will adopting these policies and procedures ensure coverage under any insurance policy.

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