#retention plan

[vitalsblogs12]

Retention Programs and Plans That Work: Improving Your Customer Retention Rate

Customer retention is the foundation of any successful business. Though acquiring new customers is a very important step in growth, retaining existing ones can significantly increase profitability and sustainability. According to research from Harvard Business School, increasing customer retention rates by just 5% can lead to a 25% to 95% increase in profits. Let's take a look at some proven strategies and actionable retention programs that will help enhance your customer retention rate.

Importance

Retaining customers is far cheaper than attracting new ones. Loyal customers not only purchase more, but also are ambassadors for the brand, spreading the word positively about your business. A good retention program is focused on creating long-term relationships and an emotional bond with your brand.

By knowing what your customers value and delivering such amazing experiences, you are actually setting yourself up well for building trust and loyalty. Here are a few strategies and plans to get you there:.

Effective strategies and plans

1. Reward Programs

Loyalty programs attract repeat purchases by offering exclusive rewards, discounts, or points to the customers. For example, offering points for every purchase made and that can be redeemed for future discounts encourages them to return.

Pro Tip: Customize rewards based on customer preferences. Offering tiered programs—like bronze, silver, and gold levels makes a customer spend more to get better rewards.

2. Personalized Experiences

Tailoring interactions based on customer data can make your customers feel valued. Use purchase history, browsing behaviour, and feedback to offer relevant recommendations and personalized messages.

Example: An email campaign suggesting products that can complement their recent purchase forms a tailored shopping experience.

3. Subscription Services

Subscription models provide convenience and predictability and keep customers engaged for the long term. Be it delivery of monthly products or access to premium content, subscriptions ensure regular interactions with your brand.

Pro Tip: Provide flexible subscription plans, offering customers the flexibility to pause or adjust their subscription, thereby keeping them satisfied and minimizing churning.

4. Exceptional Customer Support

Customer support is not a compromise. Customers who feel heard and supported are more likely to stay loyal. Use chatbots, live chats, and detailed FAQ sections to address customer queries promptly.

 Follow up with customers after resolving their issues to ensure satisfaction.

5. Exclusive Content and Offers

Create a sense of exclusivity by providing early access to new products, members-only discounts, or behind-the-scenes content. Exclusive benefits build a deeper connection with your brand.

Example: Send VIP members a sneak peek of your upcoming product launch before it hits the shelves.

6. Rating and Review Engagement

Encourage customers to share their feedback and respond thoughtfully to reviews. Engaging with both positive and negative reviews demonstrates your commitment to improvement.

Tip: Highlight positive reviews on your website or social media to build trust and inspire others to purchase. 

Measuring the Success

Implementing retention plans is just the beginning. Measuring their success ensures you’re optimizing your efforts. Here are key metrics to track:

Customer Retention Rate (CRR): Percentage of customers who remain with your business over time.

Customer Lifetime Value (CLV): The total revenue a customer generates throughout their relationship with your brand.

Net Promoter Score (NPS): Indicates the proportion of likely customers who would recommend your brand to others.

Analyzing these metrics will help you know what works and make data-driven adjustments to your retention strategies.

The Role of Technology in Customer Retention

Leverage the tools of The Vital, which is a Shopify app that allows you to extend the functionality of your online store. Rating and review extensions, a reward widget, and email campaigns can streamline your retention efforts. With The Vital, you can track the progress of customers, gather very valuable feedback, and build trust-all in one platform.

Conclusion

A customer retention plan isn’t just about keeping customers; it’s about nurturing relationships that lead to long-term loyalty and advocacy. Implement effective retention programs, personalise customer experience, and employ technology to get a significant change in your customer retention rate. Remember, happy customers are your best advocates.

[bittsandpieces]

Idk how much you make where you work but it might be worth giving Walgreens a look. They start at $15/hr for entry level and $17 for leadership. (At least here in NC. Your state may be higher depending on state laws and state minimum wage. And they honor meal breaks and rest periods.

this is very sweet! however i currently make $21 as my starting wage at this job and will probably get a raise within a year, since I have significant prior experience in my field and am actively taking a certification course right now. also we don't have a walgreens here

[water-mellie-seeds]

YAYYY thank you hoverbot my friend hoverbot this will help immensely with the heatwave. I ought to wear less clothing too🤔

[visionaryvogues03]

Why Succession Planning is a Key Driver of Employee Retention?

In today’s competitive business environment, retaining top talent is more than just a priority; it is essential for sustaining growth and maintaining a competitive edge. While organizations invest heavily in recruitment, training, and employee engagement, one often underutilized strategy that significantly impacts retention is succession planning. Employees often struggle to jell with the new leader as he/she is already lesser in age & experience, even if the person is very well-deserving for the position.

Understanding the Concept

Successor planning is the process of identifying and developing potential leaders within an organization to fill key roles in the future. It involves assessing talent, nurturing skills, and preparing individuals for greater responsibilities. Far from being limited to C-suite roles, it applies to critical positions at every level, ensuring a seamless transition when vacancies arise.

While traditionally viewed as a risk management tool, this type of planning has emerged as a strategic driver of employee retention. When employees see a clear pathway for advancement, their engagement and loyalty to the organization significantly increase.

The Link Between Succession Planning and Employee Retention

1. Demonstrates Commitment to Employee Growth

One of the primary reasons employees leave an organization is the lack of career growth opportunities. Succession planning directly addresses this by demonstrating that the company invests in the development and future of its employees. When individuals see that leadership is actively identifying and grooming them for future roles, it fosters a sense of purpose and belonging.

For example, organizations that implement robust planning programs often experience lower turnover rates because employees feel valued and integral to the company’s long-term success.

2. Creates Transparency in Career Pathways

A transparent successor planning process clarifies how employees can progress within the organization. This eliminates insecurities about career opportunities and motivates employees to stay and work toward perfectly defined goals. Companies that openly communicate their planning strategies signal to their workforce that promotions are merit-based and attainable.

3. Boosts Employee Engagement

Engaged employees are more likely to remain with their employers. This planning enhances engagement by involving employees in meaningful development activities such as mentoring, leadership training, and stretch assignments. These initiatives help the employees gain a sense of belonging towards the organization & work productivity levels surge that also bring them close to promotions.

4. Encourages Knowledge Sharing

Successor planning often involves mentoring programs where senior employees share their expertise with potential successors. As knowledge sharing takes place, the environment becomes familiar and the employees become closer to another without hesitation of communication amongst each other. When employees know their growth is being prioritized, their loyalty to the organization increases. It promotes collaboration & team work in the organization.

5. Reduces Anxiety During Leadership Transitions

Leadership changes can create uncertainty and insecurity among employees. Effective planning minimizes this anxiety by ensuring continuity and stability. When employees trust that the organization has a plan in place, they are less likely to seek opportunities elsewhere. A new leader is often judged or looked upon negatively at the initial stages, it’s human nature. As the employees get to know the person, they form a suitable impression of him/her.

Key Elements of Succession Planning for Retention

To maximize the retention benefits of this type of planning, organizations must adopt a strategic and inclusive approach. Here are the key elements:

1. Early Identification of Talent

Identify high-potential employees early in their careers and invest in their development. This not only secures a pipeline of future leaders but also shows employees that the company values their contributions and potential.

2. Individualized Development Plans

Tailor development plans to meet the unique strengths and aspirations of each employee. Personalized growth opportunities demonstrate a genuine commitment to their success and align their career goals with organizational objectives.

3. Regular Feedback and Reviews

Frequent performance evaluations and constructive feedback ensure that employees stay on track and feel supported in their development. The planning should be a dynamic process, evolving with the needs of the organization and its workforce.

4. Inclusive Approach

It should extend beyond senior leadership roles to include all levels of the organization. This inclusive strategy ensures that every employee sees a pathway for growth, fostering a culture of opportunity.

5. Leveraging Technology

Modern tools such as talent management software and predictive analytics can enhance succession planning efforts. These technologies provide insights into employee potential, track progress, and identify skills gaps, ensuring a data-driven approach to development.

Case Studies: Successor Planning in Action

[Source - ET Auto]

1. General Electric (GE)

GE’s renowned succession planning program has long been a benchmark for talent development. The company’s focus on identifying and nurturing high-potential employees has not only ensured leadership continuity but also significantly contributed to employee retention. Many employees view GE’s robust development programs as a compelling reason to stay with the company.

2. Starbucks

Starbucks invests heavily in leadership development and succession planning, with a strong emphasis on promoting from within. This strategy has created a loyal workforce, with employees recognizing the company’s commitment to their personal and professional growth.

3. IBM

IBM’s successor planning approach involves identifying “future-proof” skills and preparing employees for the rapidly evolving tech landscape. By aligning career development with industry trends, IBM retains top talent while staying competitive.

Challenges and Solutions

While this type of planning offers significant benefits, it is not without challenges. Common obstacles include resistance to change, bias in talent identification, and lack of resources for development programs. To address these issues, organizations should:

Foster an inclusive and transparent culture that encourages participation.

Use objective criteria and data analytics to identify potential leaders.

Allocate sufficient budget and resources for training and mentorship programs.

Conclusion

Succession planning is no longer a “nice-to-have” strategy but a vital tool for ensuring employee retention and organizational success. By investing in the growth and development of their workforce, companies create a culture of loyalty, engagement, and purpose. For C-suite executives, startup entrepreneurs, and managers, prioritizing this type of planning is not just about securing the future of leadership—it’s about building a resilient organization where employees are inspired to stay and thrive.

Uncover the latest trends and insights with our articles on Visionary Vogues

[butterflyinvestmentinsurance]

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[strategichannah]

Harnessing the Power of Holiday Marketing for Your Brand

🎄 Ready to elevate your holiday marketing game? Discover value-driven strategies that delight customers & boost sales! 🎁 Dive in here ➡️ #HolidayMarketing #Growth

Harnessing the Power of Holiday Marketing for Your Brand Written By: that Hannah Jones Time to Read: 7 minutes The holiday season is a business owner’s playground, full of opportunities to connect, engage, and drive sales. However, capturing the magic of the season requires more than discounts and holiday-themed social media posts. It’s about creating experiences, adding value, and embracing…

[projectchampionz]

ANALYZING THE EFFECTIVENESS OF SUCCESSION PLANNING AND TALENT MANAGEMENT IN HEALTHCARE

ANALYZING THE EFFECTIVENESS OF SUCCESSION PLANNING AND TALENT MANAGEMENT IN HEALTHCARE 1.1 Introduction Succession planning and talent management are critical strategies in ensuring the long-term success of healthcare organizations. In an industry where the demand for leadership and skilled professionals is growing due to demographic shifts, technological advancements, and evolving patient…

[mckinlily]

Plot armor but it’s Bruce Wayne’s wealth.

Bruce is one of the richest men in the world. Bruce does not want to be one of the richest men in world.

He starts by implementing high starting salaries and full health care coverages for all levels at Wayne Enterprises. This in vastly improves retention and worker productivity, and WE profits soar. He increases PTO, grants generous parental and family leave, funds diversity initiatives, boosts salaries again. WE is ranked “#1 worker-friendly corporation”, and productively and profits soar again.

Ok, so clearly investing his workers isn’t the profit-destroying doomed strategy his peers claim it is. Bruce is going to keep doing it obviously (his next initiative is to ensure all part-time and contractors get the same benefits and pay as full time employees), but he is going to have to find a different way to dump his money.

But you know what else is supposed to be prohibitively expensive? Green and ethical initiatives. Yes, Bruce can do that. He creates and fund a 10 year plan to covert all Wayne facilities to renewable energy. He overhauls all factories to employ the best environmentally friendly practices and technologies. He cuts contracts with all suppliers that engage in unethical employment practices and pays for other to upgrade their equipment and facilities to meet WE’s new environmental and safety requirements. He spares no expense.

Yeah, Wayne Enterprises is so successful that they spin off an entire new business arm focused on helping other companies convert to environmentally friendly and safe practices like they did in an efficient, cost effective, successful way.

Admittedly, investing in his own company was probably never going to be the best way to get rid of his wealth. He slashes his own salary to a pittance (god knows he has more money than he could possibly know what to do with already) and keeps investing the profits back into the workers, and WE keeps responding with nearly terrifying success.

So WE is a no-go, and Bruce now has numerous angry billionaires on his back because they’ve been claiming all these measures he’s implementing are too expensive to justify for decades and they’re finding it a little hard to keep the wool over everyone’s eyes when Idiot Softheart Bruice Wayne has money spilling out his ears. BUT Bruce can invest in Gotham. That’ll go well, right?

Gotham’s infrastructure is the OSHA anti-Christ and even what little is up to code is constantly getting destroyed by Rogue attacks. Surely THAT will be a money sink.

Except the only non-corrupt employer in Gotham city is….Wayne Enterprises. Or contractors or companies or businesses that somehow, in some way or other, feed back to WE. Paying wholesale for improvement to Gotham’s infrastructure somehow increases WE’s profits.

Bruce funds a full system overhaul of Gotham hospital (it’s not his fault the best administrative system software is WE—he looked), he sets up foundations and trusts for shelters, free clinics, schools, meal plans, day care, literally anything he can think of.

Gotham continues to be a shithole. Bruce Wayne continues to be richer than god against his Batman-ingrained will.

Oh, and Bruice Wayne is no longer viewed as solely a spoiled idiot nepo baby. The public responds by investing in WE and anything else he owns, and stop doing this, please.

Bruce sets up a foundation to pay the college tuition of every Gotham citizen who applies. It’s so successful that within 10 years, donations from previous recipients more than cover incoming need, and Bruce can’t even donate to his own charity.

But by this time, Bruce has children. If he can’t get rid of his wealth, he can at least distribute it, right?

Except Dick Grayson absolutely refuses to receive any of his money, won’t touch his trust fund, and in fact has never been so successful and creative with his hacking skills as he is in dumping the money BACK on Bruce. Jason died and won’t legally resurrect to take his trust fund. Tim has his own inherited wealth, refuses to inherit more, and in fact happily joins forces with Dick to hack accounts and return whatever money he tries to give them. Cass has no concept of monetary wealth and gives him panicked, overwhelmed eyes whenever he so much as implies offering more than $100 at once. Damian is showing worrying signs of following in his precious Richard’s footsteps, and Babs barely allows him to fund tech for the Clocktower. At least Steph lets him pay for her tuition and uses his credit card to buy unholy amounts of Batburger. But that is hardly a drop in the ocean of Bruce’s wealth. And she won’t even accept a trust fund of only one million.

Jason wins for best-worst child though because he currently runs a very lucrative crime empire. And although he pours the vast, vast majority of his profits back into Crime Alley, whenever he gets a little too rich for his tastes, he dumps the money on Bruce. At this point, Bruce almost wishes he was being used for money laundering because then he’s at least not have the money.

So children—generous, kindhearted, stubborn till the day they die the little shits, children—are also out.

Bruce was funding the Justice League. But then finances were leaked, and the public had an outcry over one man holding so much sway over the world’s superheroes (nevermind Bruce is one of those superheroes—but the public can’t know that). So Bruce had to do some fancy PR trickery, concede to a policy of not receiving a majority of funds from one individual, and significantly decrease his contributions because no one could match his donations.

At his wits end, Bruce hires a team of accounts to search through every crinkle and crevice of tax law to find what loopholes or shortcuts can be avoided in order to pay his damn taxes to the MAX.

The results are horrifying. According to the strictest definition of the law, the government owes him money.

Bruce burns the report, buries any evidence as deeply as he can, and organizes a foundation to lobby for FAR higher taxation of the upper class.

All this, and Wayne Enterprises is happily chugging along, churning profit, expanding into new markets, growing in the stock market, and trying to force the credit and proportionate compensation on their increasingly horrified CEO.

Bruce Wayne is one of the richest men in the world. Bruce Wayne will never not be one of the richest men in the world.

But by GOD is he trying.

[maxlearnmicrolearningplatform]

Why Microlearning Initiatives Fail: Understanding Limitations and Avoiding Pitfalls

Microlearning has gained significant traction in the training and development world due to its many benefits. Its bite-sized, focused approach to learning is ideal for today’s fast-paced environment, where attention spans are short, and time is limited. However, despite its advantages, microlearning initiatives often fail. The primary reasons for these failures are poor planning and implementation, as well as a misunderstanding of what microlearning can and cannot achieve. Another contributing factor is the unrealistic expectation that microlearning can solve all training problems. In this article, we will explore these issues in detail and provide guidance on how to avoid common pitfalls to ensure the success of your microlearning initiatives.

The Importance of Proper Planning and Implementation

Successful microlearning initiatives start with thorough planning and strategic implementation. Without a solid foundation, even the most promising microlearning projects can falter. Here are some key aspects to consider:

Clear Objectives and Goals: One of the first steps in planning a microlearning initiative is defining clear objectives and goals. What do you want to achieve with your training program? Are you looking to improve specific skills, increase knowledge retention, or drive behavior change? Having well-defined goals helps in designing focused and relevant microlearning content.

Audience Analysis: Understanding your audience is crucial. Conduct a thorough analysis of your learners’ needs, preferences, and learning styles. This information will guide the development of content that resonates with your audience and meets their needs effectively.

Content Relevance and Quality: The quality and relevance of your microlearning content play a significant role in its success. Ensure that the content is concise, engaging, and directly related to the learning objectives. Avoid overloading learners with unnecessary information.

Structured Delivery: Microlearning should not be a random collection of unrelated modules. It needs a structured delivery plan that ensures a logical flow of information. Each module should build on the previous one, creating a cohesive learning experience.

Assessment and Feedback: Incorporate assessment and feedback mechanisms to gauge the effectiveness of your microlearning modules. Regular assessments help in identifying areas where learners might be struggling and provide insights for further improvement.

Understanding What Microlearning Can and Cannot Do

Microlearning is a powerful tool, but it is not a one-size-fits-all solution. Understanding its strengths and limitations is essential for effective implementation.

What Microlearning Can Do:

Enhance Retention: Microlearning’s short, focused modules are designed to enhance knowledge retention. By breaking down complex information into smaller chunks, learners can absorb and retain information more effectively.

Provide Flexibility: Microlearning offers flexibility in terms of time and location. Learners can access content on-the-go, fitting training into their schedules without significant disruption.

Improve Engagement: Interactive elements and multimedia content in microlearning modules can significantly improve learner engagement. Gamification, quizzes, and scenarios make learning more enjoyable and motivating.

Address Specific Skills: Microlearning is ideal for targeting specific skills or knowledge areas. It allows for focused training on particular topics, making it easier to address specific learning needs.

What Microlearning Cannot Do:

Replace Comprehensive Training: Microlearning is not a substitute for comprehensive training programs. It works best as a supplement to more extensive training initiatives. Complex topics that require in-depth understanding may not be suitable for microlearning.

Solve All Training Problems: Microlearning is not a magic wand that can solve all training issues. It is most effective when used to address specific, well-defined learning objectives. Trying to use microlearning for every training need can lead to ineffective outcomes.

Develop Deep Expertise: While microlearning is excellent for imparting basic knowledge and skills, it is not designed for developing deep expertise. For advanced training and mastery of complex subjects, more comprehensive and immersive training methods are required.

Avoiding the Desperation to Overcome Pain Points with Microlearning

Another common reason microlearning initiatives fail is the desperation to use it as a quick fix for various training pain points. Here are some ways to avoid this pitfall:

Realistic Expectations: Set realistic expectations for what microlearning can achieve. Understand that it is a tool, not a cure-all. Align your expectations with the strengths of microlearning and recognize its limitations.

Integrate with Other Training Methods: Use microlearning as part of a blended learning approach. Combine it with other training methods such as instructor-led training, e-learning, and on-the-job training to create a comprehensive learning experience.

Continuous Evaluation: Continuously evaluate the effectiveness of your microlearning initiatives. Gather feedback from learners, monitor engagement and performance metrics, and make necessary adjustments to improve outcomes.

Focus on Quality Over Quantity: Don’t fall into the trap of creating numerous microlearning modules without considering their quality and relevance. Focus on developing high-quality content that delivers real value to learners.

Conclusion

Microlearning is a valuable tool in the modern training landscape, offering flexibility, enhanced retention, and improved engagement. However, its success depends on proper planning and implementation, a clear understanding of its capabilities and limitations, and realistic expectations. By avoiding the common pitfalls of poor planning and the desperation to use microlearning as a catch-all solution, organizations can leverage its strengths to create effective and impactful training programs. Remember, microlearning is most powerful when used thoughtfully and strategically as part of a broader training strategy.

[isubhamdas]

RACE Framework to Enhance Digital Strategy

The RACE framework is a strategic tool for integrating digital marketing activities, boosting customer engagement, and improving ROI. Continue reading for more insights and actionable tips. The RACE FrameworkWhy Use the RACE Framework?Customer-Centric ApproachOmnichannel MarketingPerformance-Based StrategyThe Four Stages of the RACE FrameworkReachActConvertEngageExamples and StatisticsExpert…

[powerexec]

Cash Advances and Loans for Gig Workers No Credit Check

Overcoming Financial Challenges: A Comprehensive Guide to Securing Loans and Cash Advances for Gig Workers and Self-Employed Individuals Introduction The gig economy has revolutionized the way we work, offering flexibility and autonomy to pursue our passions and entrepreneurial dreams. However, gig workers and self-employed individuals often face unique challenges when seeking financial…

[sangram78]

Nurturing High-Potential Employees: The Key to Seamless Succession Planning 

In this ever-changing landscape where industries are faced with new challenges every passing day, organizations are always seeking to get fresh talent to drive innovation, foster growth and ensure organizational success. At the very forefront of this search are high-potential employees, people who not only possess industry-relevant skills but also have the potential to lead. However, talent recognition is only the first step. The process, however, entails nurturing the workforces with strategic succession planning to ensure seamless transition into leaders and ensure sustained organizational growth.  

Identifying High-Potential Employees:  

The succession planning process begins with the identification of high-potential employees among the talent pool. By effectively utilizing talent identification strategies, an organization can identify employees that possess the required skills, drive and vision that are necessary to lead the organization towards exceptional future growth. From reviewing performance to assessing talent based on industry scenarios, the designed strategies can spot and nurture future successors.  

Investing in Employee Upskilling: 

It is one thing to identify future leaders and it is a completely different thing to nurture this talent for organizational success. This is where employee upskilling comes into play. With tailored learning and development path it offers career development opportunities for the employees and investing in future leader development initiatives further enables in empowering organizations with high-potential employees thus enabling them to reach new heights. Upskilling not only equips employees with the required skills but also fosters a culture of continuous learning and growth.  

Facilitating Innovation  

Organizations that encourage innovation are able to derive positive outcomes from their high-potential employees as they are allowed to think out of the box. This further helps the organization to stay ahead of the competitive curve. By enabling experimentation, embracing learning opportunities and offering rewards for successful innovation, organizations can create an environment of sustained growth where innovations flourish. High-potential employees are the ones that drive the culture of innovation as they bring fresh ideas and offer new directions thus opening new avenues of business. As organizations invest in their employees by offering them tailored learning solutions, they pave the path for future successors. In addition, they help organizations become future-ready.   

Creating a Culture of Growth  

At the very heart of succession planning exists the commitment of talent management for growth. Organizations that invest in their employees and their growth create a fertile ground of growth for them. With tailored learning solutions, mentorship and hands-on experience employees are nurtured and groomed to take up challenging roles within their organization.  

Designing a Succession Plan 

Succession planning is not confined to occupying the vacant leadership positions but is focused on planning strategies to prepare workforces for the future and build a talent pipeline. Through key role succession plans and by developing a strong leadership pipeline, organizations tend to ensure stability and continuity even during the transitioning phase. This proactive approach tends to minimize conflicts and maximize success for the organization.  

Enforcing Best Practices  

To ensure effective succession planning, organizations must adhere to succession planning best practices. This involves regular talent review processes to gauge the progress and identify the areas that would need improvement while strategically using specialized succession planning tools to optimize the process. In addition, talent retention strategies play a very important role in ensuring that high-potential workforces are engaged towards achieving the long-term goals of the organization.  

Ozemio: Empowering Workforces to Create Future Successors  

With a long history in talent transformation, Ozemio is committed to upskilling workforces to enable sustainable growth for organizations. For Ozemio, the aim is to make transformation better by unlocking the potential of the learners that helps them in achieving the extraordinary. To thrive in an environment where change is the only constant and adaptation is the only way to survive, Ozemio helps organizations become future-ready by fostering an environment of continuous improvement, growth and achieving peak performance.  

In conclusion, it is safe to say that investing in employee upskilling allows creating a high-performing talent pool that fuel innovation and leads to sustained organizational growth. Empowered workforces also possess leadership skills thus creating future successors. Ozemio, empowers workforces to unleash their full potential, ensure succession planning, lay foundation for organization’s continuous growth and empower for increasing adaptability and foster innovate in an ever-changing landscape.  

To create an upskilled talent pool with tailored learning solutions, contact us.  

[compo67]

exhausted. i'm dragging today but had to go out and run errands. went to the lab and was told nope, order is not in the system, pls have dr fax it to us. SIGH.

then went to the post office where i finally sent my dad's taxes to his tax guy. i'm so glad that's done.

then went to have lunch with my sister.

then grocery shopping (with said sister, who likes to go down every. single. aisle.)

then grocery shopping at TJ's.

then a trip to costco for gas and meds (and cashews???)

now home, where homework awaits me.

i hope i can write fic later tonight. ;-;

[hislop3]

Wednesday Feature: Framework for Improved Staffing Levels

Happy Hump Day! Wow, winter has really settled in for most of the U.S. – cold and snow as far south as Arkansas and cold, almost everywhere. Next week looks a bit more promising, weather-wise. Staffing for all providers is a major issue. For rural facilities, it can be the difference between staying afloat or closing. I hear story after story from providers nationwide about agency costs,…

[basil-the-bulbasaur]

I think I may just keep working on this until one of them permadies.

Which better not happen session 5 because I want to add another panel. and they aren't even flat colored :(

I'm terrified for next session and I needed to draw something before hand, so have the messiest comic sketch ever