Our Check-In program is designed to help you identify those employees who are at risk and provides you with guidance on how you can intervene in the specific areas they are struggling.
Over the past couple of weeks, we have written a lot about the components of our CNA: Edge – SUPPORT product, including our Leadership Program and Mentor Guidelines program. These two pieces of our solution are aimed at helping you better support your staff that may be struggling or are at risk of leaving; but other than using your own judgement, how can you really know if an employee may be at risk? Don’t leave it up to intuition, let us help you! Our Check-In program is designed to help you identify those employees who are at risk and provides you with guidance on how you can intervene in the specific areas they are struggling.
We all know new employees, especially your direct-care staff, are the most at-risk when it comes to turning over. Typically, if someone is going to leave your organization, it’s going to happen within the first 90 days. Statistics show that if an employee makes it past 90 days, their likelihood of leaving starts to decrease. This makes it imperative that your organization is doing everything it can to help employees during this critical timeframe and support them in any way possible. The problem is, everyone is busy, and whose job is it to get a pulse on how each new employee is doing….and what’s the process for getting that pulse?
Getting a Pulse
Our Check-In program takes the guesswork and legwork out from underneath you and standardizes the process for gathering a pulse on how your new employees are feeling. The program consists of short 2-5 question pulse check-ins that take less than 30 seconds to complete, delivered twice a week throughout the first 110 days of employment. The check-ins can be delivered through email, via our software platform, or through text-messages, ensuring that your staff can take the check-ins in whatever way is most convenient them. Most pulse surveys use Likert style 1-5 ranking questions, and while these type of questions are great for programs like these, we know your new staff are younger and can likely type a full text message in nothing but emojis. That’s why we’ve incorporated Morphiis, an emoji-based question-answering platform, into our Check-In program, to meet your staff where they are technologically comfortable and make it more engaging for them. We’ll talk more about the power of Morphii in future blog-posts.
The real beauty of our Check-In program is how we designed the questions. Most pulse survey programs use standard Gallup employee engagement research to create the questions and interpretations of the results. Gallup employee engagement research is great, but it’s not specific to post-acute care, and we all know how unique this field is. That’s why we went a step beyond Gallup and enlisted the help of Justin Hess, an Industrial/Organizational Psychologist with ten years of assessment, selection, and employee development experience to help us create a program specific to long-term care.
Best Practice and Extensive Research
According to Justin, “Straightaway’s check-in was created through extensive research on CNA turnover, best practices in supervision, and job satisfaction. To validate our research and make sure our check-in program reflected reality, we also conducted in-depth interviews with current CNAs and CNA supervisors to better inform our check-in questions and answer scales.” To say we were in-depth with our research is putting it lightly, as we spent months talking with employees and sending out and gathering results from surveys specifically targeted to give us the information needed to help build the program.
The end result was a program that uses questions to identify how employees are doing in 8 critical areas related to their professional well-being while providing research based “calls to action” you can personally do to help the employees in these areas. Justin adds “Supervisors should look at Straightaway’s check-in program as a personnel investment and development tool that gauges how likely a new Certified Nursing Assistant (CNA) is to stay with the organization. If there is concern that a CNA may intend to leave, the supervisor can then act immediately by drawing on the provided resources and calls-to-action to identify issues and potentially prevent turnover.”
One of the biggest conclusions from our research on why employees leave or why they are unhappy on the job is because they don’t feel like the organization cares about them or invests in their success. Our Check-In program invests in helping your supervisors and management better support their staff, while simultaneously investing in your CNAs and direct-care staff by showing them you value their opinion and care about their personal and professional well-being. That’s a win-win in my book!