tag:blogger.com,1999:blog-597716632228519200.post292442695920119870..comments2024-03-25T04:29:48.343-07:00Comments on A Healthy Dialogue: Things did not go as they should. What did we learn?John Chessare MDhttp://www.blogger.com/profile/16921654505743608351noreply@blogger.comBlogger2125tag:blogger.com,1999:blog-597716632228519200.post-57255456806239441602017-06-13T11:28:49.262-07:002017-06-13T11:28:49.262-07:00Thanks, Joanne. A high level metric on why employe...Thanks, Joanne. A high level metric on why employees leave sounds like a good idea. We already collect the data, but this might be a good way to generate change. I am going to run this by our new Vice President for Human Resources, Anna Maria Palmer.John Chessare MDhttps://www.blogger.com/profile/16921654505743608351noreply@blogger.comtag:blogger.com,1999:blog-597716632228519200.post-50709478331166532032017-06-02T13:20:41.783-07:002017-06-02T13:20:41.783-07:00I wonder if an LDM metric for more joy would be # ...I wonder if an LDM metric for more joy would be # of employees completing a full year's employment after being hired (or you could select a different time period.) Health care has a high turnover rate and it would be enlightening to see the reasons for leaving. This would entail careful exit interviews to elicit honest reasons for leaving within the first year, but it seems like it would be well worth it, for the organization, the leaders and the staff. Just a thought. Joanne TimmelAnonymoushttps://www.blogger.com/profile/09574261255168693557noreply@blogger.com