Trying to stretch our appreciation



August 12, 2019 - 9:59 AM

One of the biggest challenges of being a supervisor is telling employees how much you value them. Supervisors are supposed to be the organizations cheerleaders, boosters, promoters and I will be the first to admit that over the last few years this has not been one of our strongest traits. With the advent of managed care and other changes in our system, it has been very difficult to stay positive. We were continually beaten down, bruised and battered, and many people have retired or left the system for jobs that were less stressful. When almost all news is bad news, there is only so many times you can fake a smile and maintain that stiff upper lip. Some people would argue that is what supervisors get paid the “big bucks” for, but to be honest with you, sometimes it is not worth the money. 

Over the years, Tri-Valley has spent quite a bit of time planning and discussing what we could do to retain good employees. We already had some great benefits. For example, for the past 12 years, employees have either received a raise or a one-time bonus. We have kept health care costs low by utilizing generic drugs and telemedicine. We have even received refunds for our health insurance which we passed on to our employees.  We have a great retirement program with KPERs. We have a free life insurance policy for employees and the list goes on. 

In the past, studies indicated that money was not always the first answer when people were asked why they remained with their employer.  It was usually further down the line, but one thing that has happened over the last couple of years is that money is becoming more and more important to employees. The number of available openings has created an employee’s market where they can shop around for jobs.  Money is one thing that non-profits do not have a lot of, and it is difficult for us to compete against for profit businesses. 

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