Cultivating a Connected and Supportive Work Environment in Nebraska

Family Health Services Inc. (FHSI), a subrecipient of the Reproductive Health Collaborative Nebraska Title X network, has been a vital provider of reproductive health services in southeast Nebraska for over 50 years. But the turnover in 2023 of nearly all FHSI Title X staff, including the executive director, rocked the organization’s foundation.

The struggle to attract and retain qualified employees is real across industries but amplified for Title X agencies, which tend to have heightened job stress and less competitive benefits.

Rather than rushing to fill vacant positions, the longstanding FHSI Title X program manager and other remaining leaders saw a chance to rebuild thoughtfully and intentionally. Even though this lengthened the process, they believed the time investment would be worth it to get a team that works well together, feels connected to the organization, and feels motivated to serve clients.

At the same time, agency leadership knew they had to address the significant gaps in staff support that led employees to leave in the first place. FHSI eagerly participated in the RHNTC’s Supporting and Retaining Staff Peer Learning Group (PLG). Over the five-month PLG, FHSI put in place many supportive practices to retain new staff. For example, leadership now:

• Creates opportunities for connection, like the team’s recent staff retreat. 
• Seeks to understand the strengths, needs, and work styles of each team member. Staff filled out a self-assessment during the retreat, and leadership will use this information to support and optimize the team.
• Fosters a sense of ownership, such as through collective decision making at monthly full team meetings.
• Appreciates and recognizes staff contributions. The executive director now sends weekly emails that include staff shout-outs, celebrate milestones, and share positive experiences. 
• Checks in regularly with staff. They also aim to listen deeply to staff’s ideas, concerns, feedback, and whatever else they have to share.

FHSI is also implementing actionable approaches from the RHNTC’s Staff Support and Retention Toolkit, like the Agency Self-Assessment Job Aid and the 30/60/90 Day Goal-Setting Template for new hires. These tools, as well as lessons learned from the PLG, will form the backbone of FHSI’s staff support and retention plan, currently in development. Now, ten months after rebuilding, FHSI leaders feel proud of the team they’ve assembled and like their work is paying off. The agency’s atmosphere is positive, and there’s been no recent turnover.

Learn about strategies, action steps, and resources to develop an open, responsive, and supportive work environment, and hear more about FHSI’s experience, at our upcoming webinar on December 4.