CHN Incentives / Supports / Empowerment

CHN Incentives / Supports / Empowerment

Meaningful Incentives for LTC Staff are Key to Providing Highest Quality Care andSatisfying Lifestyles to Clients

CHN implementation models provide support, training and upward mobility for direct service staff and other employees, thus reducing staff turnover, increasing productivity, and ensuring the ongoing success of healthcare providers.

“ Disengagement among employees is a growing concern with low morale leading to high turnover rates, low productivity, and a negative impact on your bottom line. In fact, unhappy workers cost the U.S. up to $550 billion per year.

Leaders and HR have a significant role to play in sustaining employee engagement and motivation. To do so, you first have to understand the state of recognition, what it means for your workforce, and how best to incentive your teams today.” 
https://teambuilding.com/blog/employee-engagement-statistics

Empower Everyone  CHN models are predicated on incentivization at all levels. From Owners, Administrators, Department Heads (especially Directors of Nursing / DNs), RNs, LPNs, OTs/PTs, to paraprofessional personnel, i.e., CNAs (Certified Nursing Assistants), Activities Therapists, Dietary, Housekeeping & Maintenance Staff – ALL must be empowered and motivated to operate at their highest potential.

Upward Mobility & Supports  Providing and enabling upward mobility for every willing employee is central to CHN employment and to substantive worker support protocols. As healthcare leader and futurist, John Mattison, declares in every keynote address: “You get what you incentivize!”

– John Mattison UCSD Scholar in Residence: Responsible AI & Advanced Technologies, Arsenal Operating Partner/CMIO, Kaiser Permanente CMIO/Assistant Medical Director

Employee Incentive Options:

  • Support Programs, Empowerment, Upward Mobility Options
  • Performance Perquisites & Recognition Bonuses (monetary and non-monetary)
  • Expanded Use of Technology, e.g., Robotics/AI/VR,IoT, Automated Reporting etc.
  • Educational Supports, On-site Continuing Education with Personalized Incentives
  • Flex Time/Job Sharing Opportunities
  • Child Day Care / After School Programs / Adult Day Services
  • Multi-media, Art, Music & Nature experiences provided throughout care centers, community centers and hubs, and private / individual residences
  • Enhanced Work & Employee Environments – To Increase Comfort Levels, Aesthetic Enjoyment & Socialization Among Residents, Staff & Volunteers
  • Interactive / Intergenerational Activities, e.g., Entertainment (Music / Theater / Dance / Comedy / Performance), Arts, Nature, Sports, Travel (Local / Regional / International). All may be paired with relevant training modules for career advancement.
  • Employee Status Elevation Process – especially for CNAs, LPNs, Recreational Therapists / RTs & Entry-level Employees, e.g., Dietary & Housekeeping. Responsibilities Redefined & Sub-categories Established for PTs, LPNs, RTs & others.
  • Intimate Care as Optional for CNAs (thus attracting & retaining more individuals into this profession) & Significant Incentives Offered for Performing such Duties. CCS Protocols Ensure Improved Care Delivery & Less Odious / Stressful CNA Responsibilities for Intimate Assignments.
  • Workshops / Lectures – Professional, Personal, Medical, Psychological, Holistic, Family-Oriented, Inspirational / Spiritual, Cultural / Ethnic, etc.
  • Hands-On Training– Holistic Modalities, Resident Care Delivery, etc.
  • “Home Away from Home” – CCS Ambiance & Support System for Staff with:
    • Easy & Affordable (or free) Access to Counseling & Support Groups
    • Easy & Affordable (or free) Access to Natural Nutrition & Healing Modalities
    • Holistic Psychological & Pharmacological Support Services
    • Housing Assistance & Familial / Emotional Refuge Support Services

Employee Training Programs:

  • CCS Training Modules with Integrated Upward Mobility Opportunities– Available after Basic Training
  • Holistically-Oriented Emotional & Spiritual Approaches to Personal & Professional Fulfillment (multi & non-denominational)
  • Inspirational Motifs & Fostering of Individual Vision Leading to Sense of Mission and Greater Purpose.
  • Deliberate Fostering of Natural Tendency to Serve / Minister to Others
  • Human Development Systems, e.g., “Spirit in the Workplace” Programs, Cultural Awareness / Integration, Life Coaching, Ceremonial / Religious / Ritual-based Programs
  • Body / Mind / Spirit Connection Programs
  • Promoting and Incorporating Government-Funded Training & Incentive Programs, especially those Geared to Unemployed / Under-employed and Former or Current Social Services Recipient

Links – Incentives & Supports

What are the most common incentives?

Employees are incentivized by different things; however the most common employee incentives include:

Professional development opportunities / Monetary bonuses / Salary raises / Public recognition / VIP experiences / Referral bonuses / Tuition reimbursement / Shared team-building experiences / Health and wellness reimbursements & rewards / Additional vacation days / Company swag / Personalized reward selection

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