Workforce Well-being

Staff well-being directly influences employee work behavior, work attendance, on-the-job performance for a more productive workforce.

create a resilient workforce

Addressing workforce shortage and fatigue

In health and social services, we are facing a serious workforce shortage complicated by a fatigue in our remaining workforce. Many organizations have 25% unfilled positions with 40% of staff wanting to leave their positions or change careers. As providers, how do we attract new staff, and retain and support existing staff so that we can continue to provide high-quality services? Here are some tips for building a resilient workforce:

Identify organizational core values
Hire staff with values that match organization and position
Find creative ways to compensate staff
Rewrite policies with a resilience framework
Evaluate processes and workload that burden staff
Establish success-focused performance evaluations
Engage workforce regularly with pulse surveys
Monitor changes in workforce well-being over time
Improve workforce well-being through purposeful interventions
Take a person-centered approach and identify what works for whom
Workforce Well-being

Measurable Benefits

Opeeka has created a Person-Centered Intelligence Solution (P-CIS) that can reduce time spent on documentation, increase efficiency of structured communication with staff, monitor workforce well-being outcomes in real-time, direct efforts to improve workforce well-being, and measure the impact of intervention efforts.

Workforce Well-being Concept Paper

In this concept paper we discuss identifying and establishing core values and company culture, hiring staff, developing a success-focused performance evaluation and testing the waters of workforce well-being with pulse surveys.
  • Core Values & Organizational Culture
  • Hiring Staff
  • Performance Evaluation
  • Pulse Surveys
used throughout systems of care