“One thing that attracts them to the Little Sisters [of the Poor] is seeing their mission in action. It’s one thing to see the mission on a board on a wall; it’s another to see it in action. As we’ve talked to different employees for many years, [they say that] this is what keeps them on the job. I like the mission that I see I can serve. I want to be a part of that. It’s a reward.”
— Maria Carlos, Province Financial Officer, Little Sisters of the Poor, Palatine, IL

“We appreciate them. We make them feel like part of the family. We tell them we’re very happy to have them. Showing appreciation and making them part of the family is a big part of it. We show concern for their lives.”
— Sister Maria Christine Lynch, LSP, Little Sisters of the Poor, Palatine, IL

“We have employee appreciation and recognition through our Hallmark of Caring Awards. Winners get a day with CEO Rich Schutt — they get lunch and an education session. It’s recognition of what they do and it happens across all facilities, at all locations. They also get their picture taken and posted near the facility entrance. It stays up there so all visitors will see it all year.”
— Arlene Arroyo, RN, BS, Director of Nursing, Park Place Health & Wellness Center, Elmhurst, IL

“A full-blown cookout for employees whenever the weather’s good. Everyone relaxes in the sun. They sit with people they don’t normally sit with. It recharges them. Even holiday parties are motivating — and we do them more than one shift. And we have good weekend differential hourly and overcall weekend off.
— Mike Toohey, CEO, Norwood Life Society, Chicago

“We take a comprehensive approach. We spend more time in orientation. We did an analysis and it affects retention and the bottom line. It has made a difference. We’ve had a drop in our turnover rate by about 30%.”
— Anthony Rizzato, LNHA, MHA, MSW, LSW, Assistant Administrator, Briarwood HealthCare Center, Friendship Village of Schaumburg, Schaumburg, IL

“We have developed a checklist for new hires, for when they start on the floor for orientation, so it’s not so overwhelming. The checklist idea came from a roundtable meeting from the CMTs. We have a smaller staff than some, and we are like family — staff and residents. The staff puts our residents first and work as a team. Yes, there are hiccups, but we work through them. It boils down to atmosphere — we are home-like — and communication.”
— Lenora Martin, Assistant Manager, Pleasant Valley Manor, West Plains, MO