A Holistic Approach to Employee Wellness and Engagement
Strategies that address workforce recruitment and retention are essential to providing optimal health in Kansas. The Workforce Strategies Award recognizes a team of employees, providers or volunteers who have significantly contributed to the well-being, retention or recruitment of health care workers at their facility.
The Employee Engagement and Wellness Committee at Phillips County Health Systems has set an exceptional standard in leadership, staff support and workplace culture transformation. Through innovative strategies and genuine care for employees, the committee reduced staff turnover from 4–6 percent per month in 2023 to under 1 percent in 2024, including several months at 0 percent. Their work reflects a commitment to attracting and retaining quality health care professionals, strengthening team morale, and ensuring the long-term stability of the organization’s workforce.
The committee has implemented impactful programs such as the HOSA initiative, which partners with local high schools to inspire students toward health care careers, and a mentorship program pairing new hires with experienced staff for guidance and professional growth. Their Annual Hospital Week, Daisy Award ceremonies, Years of Service Banquet, and the new Fall Fest demonstrate their dedication to celebrating and valuing employees. These efforts, paired with relocation incentives and a student loan repayment program, have made PCHS a top choice for health care talent.
Showing respect for employees’ well-being, the committee launched a comprehensive Employee Wellness Program offering free gym memberships, nutrition seminars and quarterly wellness challenges with prizes. They also acknowledge personal milestones such as birthdays and retirements, creating a culture of appreciation. Family-friendly events like Fall Fest—featuring bouncy houses, s’mores and games—strengthen workplace relationships and build inclusivity.
The committee’s efforts have tangibly improved employee satisfaction, retention, and recruitment. By fostering local talent pipelines through the HOSA program, creating structured career growth via apprenticeships, and offering financial incentives, they have positioned PCHS as a competitive and desirable employer. Their community partnerships further amplify the hospital’s ability to recruit and retain top health care workers.
Revamped two years ago, the committee was tasked with tackling high turnover rates and building workforce resilience. With diverse members from across PCHS, they used shared decision-making, collaborative planning, and transparent communication to develop targeted, sustainable strategies that directly addressed these challenges.
The results are clear: significantly reduced turnover, improved morale, increased recruitment success, and a more engaged, resilient workforce. By combining compassion, creativity, and strategic planning, the Employee Engagement and Wellness Committee has become a model for health care organizations seeking to strengthen their teams and improve patient care through staff well-being.