Case Study: How Maxwell Helps a Healthcare Organization Keep Turnover Rate Less than 1/3 the Industry and their "Best Places to Work" Status

 

QLI team members engage with resident at their facilities.

QLI, a world-renowned rehabilitation center specializing in neurological injuries, fosters a unique culture that empowers its staff to thrive both professionally and personally. They believe that a happy and fulfilled team translates directly to exceptional care for patients and their families in crisis. This unwavering commitment manifests in their impressive satisfaction scores: 100% from payers, 91% from families, and 100% from referring sources.

As its operations grew the previous solutions they had put in place to care and recognize team members became costly and administratively burdensome. Furthermore, the full-extent of their benefit investment was hard to communicate to their primarily "deskless" workforce comprised of clinical and non-clinical staff. QLI needed a solution with three essential features:

  • Affordability
  • Flexibility to meet the needs of a diverse workforce
  • A true partner in caring for their workforce

Maxwell's Lifestyle Spending Account and Peer Recognition presented the answer they were looking for. QLI provides a monthly lifestyle budget to part-time and full-time team members to use on their unique needs, and the ability for team members to recognize and reward each other for their contributions.

The Results: A personalized experience that creates joy and teams that stick around

The partnership between QLI and Maxwell has been succcesful. Team members having personal choice on how they are supported and recognized has resulted in higher retention and lower costs.

93% of team members that received Maxwell utilize it. Having the ability to choose from curated life-work benefits in-app, using the Maxwell Card Visa on the go, or recognizing their peers means personal choice to better balance.

Retention increased by 9%. On-call team members commmit to part-time status just to receive Maxwell, and despite the lifestyle budget representing usually no more than 1% of their total comp when employees receive Maxwell they are more likely to stay.

Traditional benefits are kept front and center year round. The mobile first experience ensures they can access their budget an other traditional benefits whenever and wherever it is most convenient for them. This keeps traditional benefits like healthcare top of mind and accesible.

A reduction in administrative costs and more moments of joy. Before Maxwell it took a full-time employee to administer an internal perks program. Today they can focus on strategic work only they can do. Because our technology is white-labeled and Maxwell acts as an extension of QLI, team members associate thousands of moments of joy their employer.

Quote from Director of Operations that says "With Maxwell we know we have a partner that understands our culture and cares about our team members as much as we do."

Why Maxwell's Lifestyle Speding Account and Peer Recognition programs are a great match for healthcare employees?

Employees in healthcare are looking for the same life-work balance, personalization, and sense of connection as employees in other industries. However they are missing out on the flexibility brought on by remote/hybrid work, and have a tremendous diversity of needs making it impossible for organizations to offer something for everyone without breaking the bank.

Maxwell's Lifestyle Spending Account and Peer Recognition programs include:

  • The Maxwell Card Visa®️ to use on the go at approved merchants, instead of asking employees to front the cost and then be reimbursed.
  • Access to curated life-work soltuions of pre-vetted vendors in app.
  • Peer to Peer and Manager to Peer recogntion in aligment with the company values to reinforce the mission and create connection.
  • An easy-to-use mobile first experience that is perfect for employees that are rarely on a computer.
  • White-labeled to remind employees it is their employer supporting them.
  • Technology and approach that leverages behavioral science and proprietary data for maximum impact.
  • Connection to the rest of the employee value proposition.
  • Ability to create talent segments and offer different budgets.
  • Instant spot bonuses from the HR view to reward for performance, anniversaries, or additional support.
  • SMS notifications.
  • Acccess to real-time utilization data.
  • 24/7 access to real-life support.
 
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