Care staff technology


more control over their work lives. Personalising the employee


experience is a great way to boost engagement, giving people the power to manage their own time and actions, such as swapping shifts and managing time-off requests. While patient care has already started to follow consumer trends – mobile apps being one example – employees are now looking for the same convenience at work. Workforce management tools can


leverage data to show managers when people are over-scheduled, under- scheduled or idle. These tools also reduce the administrative burden of building schedules based on complex – and often competing – priorities to more easily cater to employees’ individual situations and preferences. It is also important for companies to


give employees a platform to voice their opinions and concerns. Engagement analysis tools allow organisations to collect feedback from people and identify patterns and trends in employees’ emotional states. With this information, organisations can build action plans to help reduce turnover and absenteeism. Of course, in empowering people to take control of their workload, this should


also extend to learning and development. Healthcare organisations looking to reduce turnover should create opportunities for employees to develop their skills. Career growth and professional development have a significant impact on employee


engagement and retention. Beyond providing more workforce


stability by reducing turnover, prioritising career development provides significant benefits to the organisation. New research in Ceridian’s latest Pulse of Talent report2


also highlights that


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