Continuing Education: Coder Retention and Return on Investment
According to LinkedIn’s 2018 Workplace Learning Report, 94% of employees would stay at a company longer if it invested in their career (LinkedIn.com, 2018). This staggering percentage is just one major reason why more employers are making continued education in the workplace a top priority. In order to avoid employee turnover, managers are searching for different ways to keep their employees involved and satisfied, professionally.
A good initial step to take would be to make continuing education paramount, not just at the entry level, but throughout all levels of the company. In doing this, it is also important to identify training that will contribute to employees’ professional as well as personal growth. Training offered towards skills needed, and new skills of interest to the employee, has a positive impact on the employee’s development and motivation, with reinforced loyalty to the organization. An effective way to gather feedback from employees on training required (and desired) is to poll employees annually with a short survey inquiring what areas of business they would most like to improve in. After finding out the area in which the majority lies, come up with an activity or workshop and dedicate a day out of the month to implementing this into your employees’ schedules. This type of training can also be incentivized, in order to create a culture of accountability and make sure that managers and employees alike are following through with the task.
The health information management (HIM) and medical coding industries provide budget friendly resources like national and state level HIM conferences, free webinars with pre-approved continuing education units (CEUs), etc. These tools need as a system that allows team leaders and decision makers to have visibility on training being successfully adopted and implemented, tools that enable trainees to follow through and apply the training gained, resources that show a clear return on investment per training provided. Managers need to follow up on their team member’s attendance to education seminars, a previous-versus-current state analysis is needed in order to identify a positive or negative impact, online education tools need to provided automated reporting, certifications, and follow upper completed or non-completed course. It’s certain that, providing the right training is essential, but certainly not enough, if a true return on investment is required.