By David Wolfe
NP Now became the number-one Nurse Practitioner search firm in 2016, and has grown 30 to 50 percent almost every year, with a staff made up mostly of this future workforce.
Here in Charleston, South Carolina, where we’re located, we can pick the best people and let only the best into our company culture and our organization. We don’t just talk the talk. We walk the walk. We have a staff full of A-players. And most importantly, we keep them.
We have had 92 percent retention and not one person has ever voluntarily left the company. That says a lot because we require a lot from everyone on the team. Retention is vital, as any organization knows. With the cost of a vacant position so high, and the cost of recruiting a new hire so high, nothing saves more money than keeping a high-performing team member in place.
That’s not easy with this generation of so-called selfish and entitled workers. I hope I set that record straight in my previous articles. The fact is, within any generation, there are people who are coachable, driven, and people-savvy. Those are the ones you want to hire, and the nine steps I have outlined in the previous articles will help you find them.
Keeping them is the next phase. For that, I have developed four ways to grow and retain these employees. I’ve come up with this process after a lot of research, testing, and working with a consulting firm that specifically builds younger teams and applying it in my business.
Having a consistent person in front of clients is so important in my business—and that translates to Nurse Practitioners and other health providers. RNs and NPs change jobs every 2.6 years, so retention can be a game-changer. If you can crack the code on this younger workforce, and get them to stay with you five, seven, or ten years, think about the competitive advantage that gives you.
Stay tuned for my next article as I introduce the first way that I have found to best grow and retain the future workforce!