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Related Experiment Video

Updated: Jul 16, 2026

Mindfulness in Motion (MIM): An Onsite Mindfulness Based Intervention (MBI) for Chronically High Stress Work Environments to Increase Resiliency and Work Engagement

Mindfulness in Motion (MIM): An Onsite Mindfulness Based Intervention (MBI) for Chronically High Stress Work Environments to Increase Resiliency and Work Engagement

Published on: July 1, 2015

Strategies for improving employee retention.

Edward G Verlander¹, Martin R Evans

¹Verlander, Evans and Associates, Oyster Bay, NY, USA.

Clinical Leadership & Management Review : the Journal of CLMA

|March 31, 2007

Summary

This study offers 12 conversational strategies to improve clinical laboratory talent retention by enhancing employee identity formation and psychological contracts during onboarding. Implementing these best practices can reduce turnover and boost retention.

Related Experiment Videos

Last Updated: Jul 16, 2026

Mindfulness in Motion (MIM): An Onsite Mindfulness Based Intervention (MBI) for Chronically High Stress Work Environments to Increase Resiliency and Work Engagement

Mindfulness in Motion (MIM): An Onsite Mindfulness Based Intervention (MBI) for Chronically High Stress Work Environments to Increase Resiliency and Work Engagement

Published on: July 1, 2015

Area of Science:

Clinical Laboratory Management
Human Resources in Healthcare
Organizational Psychology

Background:

Clinical laboratories face significant challenges with employee turnover.
Effective talent retention is crucial for maintaining operational efficiency and quality of service.
The modern clinical laboratory must adapt strategies to manage and retain knowledge workers, particularly Generation X.

Purpose of the Study:

To propose a novel solution for improving talent retention in clinical laboratories.
To present 12 conversational strategies aimed at enhancing institutional identity and psychological contracts.
To provide best practices for onboarding new employees to foster long-term commitment.

Main Methods:

Development of 12 conversational strategies focused on retention onboarding.
Emphasis on dialogue covering psychological, practical, cultural, and political dimensions.
Application of strategies during the critical initial employment period.

Main Results:

Improved institutional identity formation among employees.
Strengthened psychological contracts between employees and laboratory management.
Potential for significant reduction in employee turnover and increased retention rates.

Conclusions:

Retention onboarding, through focused dialogue and strategy implementation, is essential for clinical laboratory success.
The proposed strategies offer a framework for building stronger employee loyalty and commitment.
Addressing the unique needs of Generation X knowledge workers is key to effective retention in clinical labs.