Bucketlist hosts two HR healthcare leaders in a panel discussion on using recognition as a retention and engagement strategy in Healthcare.
- Jenna Reycraft, Training and Development, Lakewood Health System
- Tracy Martinez, SHRM-CP, Senior Manager, People Solutions, Clarvida
- Jarron Mueller, Healthcare Recognition Expert, Bucketlist Rewards
#1 reason people leave is due to lack of appreciation
Retention is the single biggest challenge in healthcare HR today. High turnover not only increases hiring costs but also impacts patient outcomes, team morale, and overall workforce stability. Burnout among nurses, frontline workers, and even leadership teams is at an all-time high. The missing piece? Strategic, intentional recognition that makes employees feel seen, valued, and engaged. This webinar dives into practical, real-world recognition strategies that healthcare organizations can implement immediately to improve retention, reduce burnout, and build a more resilient workforce.
7 Key Takeaways for Retention & Recognition Strategies in Healthcare for HR Leaders
1. Recognize & Retain People Earlier: Break the 5-Year Cycle:
In most healthcare organizations, anniversary gifts start at 5 years—a milestone many employees never reach due to high turnover. Instead, reward tenure earlier and more often to build deep loyalty before employees consider leaving. Clarvida flipped the script by celebrating 6 months, 1 year, 2 years, and beyond with branded swag, personal notes, and leadership involvement. Recognizing employees early and often helps build deep loyalty before they consider leaving, making retention a proactive strategy rather than a reactive scramble
2. Recognition & Engagement Go Hand-in-Hand:
Lakewood Health System found a clear link between recognition and employee engagement. Leaders who consistently recognize their teams using Bucketlist’s reporting tools see higher morale and retention. The same was true for the opposite; teams with low engagement scores were the least likely to recognize their peers. Real-time recognition data keeps managers accountable, helps identify disengagement early, and enables proactive action—boosting engagement and reducing turnover
3. Incentivizing the Behaviors That Matter:
In healthcare, recognition isn’t just a perk—it’s a strategy. At Lakewood Health, employees earn 1,000 Bucketlist points for annual physicals, reinforcing their own well-being. Nurses receive the Save Skin Award for preventing pressure injuries, and top patient care providers get public recognition each month. From Star Awards, where the CEO personally celebrates employees, to senior leaders spotlighting CNAs in long-term care, recognition is woven into the culture. When leaders champion appreciation, it sends a clear message: We see you. We value you. What you do matters.
4. Make Recognition Contagious at Every Level:
Organizations that brand and embed recognition into their culture make it contagious. At Clarvida, they turned appreciation into a movement, not a mandate. The “Wall of Cheers” transformed recognition into a tangible, visible, and contagious part of the company culture—giving executives a brag-worthy metric and employees a reason to stay
5. If Leaders Don’t Lead, No One Follows:
Recognition isn’t an HR initiative; it’s a leadership expectation. When managers make appreciation a priority—not an afterthought—participation skyrockets, and team morale follows. Clarvida introduced Leadership Unlimited Points, giving managers a bank of recognition points they could use freely, ensuring appreciation happens in the moment, not just at review time. This shift empowered leaders to actively seek out and reward great work, reinforcing a recognition culture at every level.
6. Make Milestones Human & Memorable with Swag:
Tangible rewards make recognition stick. Clarvida found that branded company merchandise creates a tangible and lasting impact. Employees receive custom branded tumblers, jackets and truck organizers (shocking, the most popular item with employees!) at different milestone anniversaries – and even asked if they could “buy” the swag themselves. Branded swag turns employee milestones into memorable moments—giving employees a sense of pride and belonging in their workplace
Actionable Next Steps for Healthcare HR Leaders
- Audit Your Recognition Efforts: Identify gaps where employees feel under appreciated and adjust programs accordingly
- Empower Managers to Lead Recognition: Train department heads to implement structured, meaningful recognition moments
- Brand and Promote Your Recognition Program: Give your program a name, make it visible, and celebrate it across your organization
- Leverage Technology: Automate milestones and real-time recognition through a rewards and recognition platform
- Make Recognition a Daily Habit: Encourage leadership to integrate appreciation into morning rounds, huddles, staff meetings, at the end of nurse shifts
Final Thoughts
The healthcare workforce is under immense pressure. Retaining top talent requires more than just competitive pay—it demands a culture where employees feel valued and recognized. By implementing structured, strategic recognition initiatives, HR leaders can reduce turnover, improve engagement, and create a resilient workforce. Programs like the “Wall of Cheers” and “Moments that Matter” demonstrate how simple, intentional strategies can drive lasting impact.
For more insights on recognition strategies, visit Bucketlist Rewards.
Want to take your healthcare recognition strategy to the next level? Speak with a Healthcare Recognition Expert at Bucketlist Rewards today. Our team specializes in customized employee recognition programs designed to improve retention and engagement in healthcare organizations.
