Why We Certified as a Great Place to Work®
About Generations Healthcare
Founded in 1998, Generations began with a single 89-bed SNF. We have since grown to 27 facilities comprising over 3,000 licensed beds.
We operate with a simple principle
in mind: focus on quality and service while remaining mindful of the challenges and changes facing older adults in today’s world.
Like many SNFs and senior care providers, we face significant challenges recruiting and retaining quality staff for our facilities.
Why We Certified – How We Used Our Certification
- Celebrate – We want to celebrate the exceptional work that our employees do every day, giving compassionate and competent care to our residents.
- Differentiate – We need to be able to differentiate to job seekers in a competitive employer market.
How We Used Our Certification
Celebrating the good work that our employees do every day.
- Our advertising team created colorful, informational posters (See Figure 1).
- They describe key benchmark areas where we had high scores.
- They prominently display our logo and the GPTW logo – that we are joined from May 2018–May 2019.
- See Figure 2.
- In the fall issue, we will include an article about how we got certified as a Great Place to Work, what it entailed, and what it means.
Public press release and promotion on our website
- We issued a press release and various marketplace news outlets picked it up.
- We also have a blog story about Great Place to Work certification on our public website.
- We’ve woven the GPTW message into our benefits communications for our extraordinary range of benefit programs.
How We Used Our Certification
Differentiating to job seekers and new hires.
Our recruitment posts (e.g., on Indeed, Monster, Ziprecruiter, LinkedIn, etc.) all showcase that we are GPTW certified (See Figure 3).
New hire welcome
Created communication for new hires to describe examples of why we truly are a “Great Place to Work” (Figure 4).
What We Have Already Seen From GPTW Certification
- More candidates apply, telling us “I saw the Great Place to Work® Certification on your website and went to your website to educate myself.”
- On LinkedIn alone, we got 200+ resumes for one specific position – so many were MUCH higher quality candidates than was expected. And, this is in a very tight job market.
- We had a candidate who told us she was a soft job searcher: “I’m working at a go go go organization…and I’m looking for an organization that is similarly high quality but with more of a ‘beating heart’ to it.”
- Other candidates have told us that the Certification badge drew their attention to do more research on Generations Healthcare as a company.
- Some candidates have said “I want to bring my skills and abilities to the best company” – and “I want to learn more to see if I want to be part of that.”
How to have a successful certification process
Using competition to get robust employee participation
- We peppered the organization with scorecard emails every day…here is where our participation is; who wants to push it higher?
- When we had a facility achieve a great response rate, I would say “the leaderboard has changed…come on guys!” and attach the results as of that time – e.g. 3:00pm. We used leaderboards to engender healthy competition. We emailed these leaderboards daily.
- We also announced who the top locations were in each of our three regions.
- Some buildings, when they hit certain participation milestones, celebrated with a pizza party or some other incentive. These were very popular.
Providing devices to ensure all employees could easily participate
- We posted easy step-by-step instructions.
- We also established a company telephonic helpline and an email address specifically to obtain help for any technical or survey-specific questions.
- We provided additional laptops and kiosks so employees who left their phone at home or who do not have a personal smart phone could easily take the survey. They could log in on one of these devices and take their survey.
Conclusion: You can and should do this!
Certification has helped us tremendously.
Make the process fun, competitive, and tie it to your core values. Your organization will respond and love it!
by Merry Rogers
Director of Human Resources