How ClearView Healthcare Management Reduced Turnover by 20% and Cut Overtime Costs with Bucketlist
Executive Summary
ClearView Healthcare Management transformed recognition from inconsistent, location-by-location efforts into a high‑engagement cultural habit using Bucketlist Rewards. Within 12 months, ClearView saw a 20% increase in retention, an 18% reduction in overtime costs, and a 50% decrease in agency staffing usage.
About ClearView Healthcare Management
ClearView Healthcare Management operates 34 skilled nursing and rehabilitation centers across the Midwest, focused on delivering a homelike experience rooted in compassion and connection. With a 24/7 care model and a large frontline workforce, ClearView relies on strong culture and teamwork to deliver consistent, high-quality resident care.
The Challenge: Rebuilding Healthcare Culture After COVID
A Workforce Crisis in a People-First Profession
In the wake of COVID-19, ClearView faced an unprecedented challenge. Turnover increased, engagement declined, and the stress of long shifts and chronic understaffing took its toll. Within months, ClearView had lost nearly 15% of its workforce, mirroring a crisis that swept long-term care nationwide. Leadership knew that recruitment incentives alone wouldn’t be enough—they needed to rebuild culture from within.
A Recognition Gap Across 34 Facilities
Before Bucketlist, recognition varied widely by location. Some centers had creative local programs while others struggled to celebrate achievements. Managers wanted to recognize teams but lacked simple, consistent tools. Frontline caregivers who spent their days supporting residents rarely received acknowledgment for their emotional and physical labor.
Chief Executive Officer
The Solution: Recognition Without Barriers
Finding a Platform Built for Healthcare
ClearView piloted Bucketlist at one center and quickly saw recognition activity rise. Encouraged by results, they expanded the platform across all 34 facilities.
Making Recognition Effortless and Inclusive
From any mobile phone, a CNA could thank a nurse for a resident transfer, or a dietary aide could recognize a colleague for covering a shift. For a deskless workforce, mobile access was essential—recognition became accessible to everyone, from housekeeping and maintenance to administrators and clinical teams.
ClearView tailored recognition categories to healthcare-specific achievements such as excellence in resident care, teamwork during emergencies, and deficiency-free survey results.
Implementation support from Bucketlist included communications templates, staff training, and coordination with leaders—turning rollout into a cultural relaunch, not just a software go-live.
Chief Executive Officer
What Resonated with Healthcare Teams
- Peer-to-Peer Recognition: Appreciation flowed laterally among caregivers, nurses, and support staff—not just top-down from managers.
- Meaningful Rewards: Employees redeemed points for what mattered to them—from gift cards and popular items to technology and travel experiences.
- Real-Time Reinforcement: Staff checked the recognition feed daily to see who was being celebrated, creating a steady rhythm of positivity.
CNA & Activities Assistant
The Results: A Measurable Cultural Transformation
Within the first year, the results spoke for themselves.
| Metric | Before | After | Change |
|---|---|---|---|
| Retention | Declining (post‑COVID) | Improved | +20% |
| Overtime Costs | Higher | Lower | −18% |
| Agency Staffing Use | Heavy reliance | Reduced | −50% |
Chief Executive Officer
Recognition as Care in Action
Beyond the metrics, ClearView experienced renewed teamwork and pride. Facilities that once struggled with turnover saw employees return and recommend ClearView as an employer of choice. Recognition became part of every shift—from quick messages of thanks to nominations for outstanding care.
Vice President of Human Resources
CNA & Activities Assistant
The Keys to Success
What made the rollout successful:
- Remove All Friction for Deskless Workers: One‑click recognition from a mobile phone replaced complex forms and computer systems; when appreciation is easy, it becomes habitual.
- Empower Peer‑to‑Peer Recognition: Distributing recognition power to all employees—not just managers—built a resilient web of lateral support.
- Pilot Before Scaling: esting in one facility built credibility and momentum before expansion to all 34 centers.
- Customize Awards for Healthcare Excellence: Categories reflected deficiency‑free surveys, emergency response, exceptional resident care, and teamwork under pressure.
- Partner, Don’t Just Implement: Ongoing support from Bucketlist—from comms to training—turned rollout into a cultural relaunch.
Chief Executive Officer
Key Takeaways for Healthcare Leaders
- Authenticity matters: Programs must feel real to the frontline.
- Peer‑to‑peer appreciation: Sustains engagement.
- Mobile accessibility: Is essential or shift‑based teams.
- Real‑time visibility: Reinforces compassionate care.
- Consistency across facilities: Strengthens culture.
- Recognition: Reduces burnout and turnover.
- Measurement: Validates the investment.
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