How Employers are Retaining Cytotechnologists – Part Two
Make sure to read part one of this blog on how employers can retain cytotechnologists before you start on part two.
Offering flexible hours to cytotechnologists is another great incentive that shouldn’t cost the company any money and will increase job satisfaction for cytotechnologists. Flexible hours are quite valuable to many cytotechnologists, especially if they have children. Tuition reimbursement is another option that employers of cytotechnologists would certainly enjoy, as well as offering an exercise facility. Some facilities offer paid work out time to cytotechnologists. This seems like a high cost, but it has been shown that after working out employees such as cytotechnologists are more awake and focused. Cytotechnologists will have great appreciation for this exercise time and will likely tell people outside of the lab about this wonderful perk.
In addition, employees who work out are healthier employees, and sometimes employers of cytotechnologists are able to save money on health insurance plans for cytotechnologists who work out more often.
Health insurance is often a big consideration for a cytotechnologist. It is important to make sure that the health insurance benefits offered are at least similar to what cytotechnologists would see in other labs, if not better.
These efforts will also go a long way towards enticing other cytotechnologists to come work in your lab, even if the pay offered isn’t as great as they might find elsewhere.
Learn about finding a job as a cytotechnologist.
Source:
Koehler, Amanda (November 3, 2008) Pinching Pennies. Advance for Medical Laboratory Professionals. Page 22-23.
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