Most healthcare environments fight to keep qualified employees. With skilled workers demanding premium wages, onboarding this staff is costly, not to mention the thousands spent on recruitment of these nurses and others.
Among our client’s goals is to reduce employee churn. This would result in stabilizing the labor base over time, creating cohesion across the patient experience journey. Until beginning this strategy, internal communications and events were among the only touchpoints the organization had with its key staff.
Goal 1 – 7% REVENUE INCREASE ACROSS KEY SERVICE LINES*
Goal 2 – INCREASED RETENTION OF EMPLOYEES WITH LESS THAN 2 YEARS’ TENURE
*as measure in part by relative value units (WRVU’S)
Having established a holistic marketing effort across all channels and services of the hospital, in the first seven months of the campaign dramatic changes were visible. Large increases in both organic search and direct traffic were felt throughout the organization, and the mix of traffic generation far more healthy (diverse) that the previous year.
The Social Media Space offered additional insights. Total fans increased by nearly 24% in the first four months of year two. Promoted posts and other paid social media took hold, generating 722 new fans over the same period.
Similarly, impressions were dramatically increased, growing by 34% and achieving more than 1.2 million impressions and almost 700,000 unique users.
A regular cadence of engagements began to emerge. The most valuable of the social media highlights, engagements increased by more than 60% in three months.
One of our main goals was to reduce employee churn. This would result in stabilizing the labor base over time, and creating cohesion across the patient experience journey. Shown here, the dotted lines indicate trend lines (medians) as well as the correlation between communications to staff (page views of staff related content) and the reduction in turnover. While not a single factor, it is most certainly influential.