How to Hire and Retain Staff at Your Senior Living Facility
Hiring and retaining talent at your senior living facility isn’t easy. You know this. It’s one of the most common issues that leaders in the senior living industry have shared with our leadership. When we were designing Instant Nurse our founder spent a year talking with leaders in the senior living industry learning their pain points and then developing the best solution to ease those pains.
According to the Hospital & Healthcare Compensation Service’s 2016 survey of over 1,300 assisted living communities the average turnover rate for all employees is nearly 35% per year. Front-line staff tend to have a turnover of 20-30%, while nurse aids tend to peak at 36%.
Aside from the obvious expense of turnover, there are long-lasting repercussions that can bring down the entire morale of your team. Poorer patient care, low quality relationships between employees, and a high stress environment are all direct results of employee turnover.
Choose the right team members
The start of good culture and lower turnover is choosing the right team members to start with. Don’t just look at the person with the most qualifications.
Look for individuals with empathy and a commitment to high-quality care. Once you find that person, make sure you give them an easy onboarding process. This could include a team-wide welcome message to start with, as well as introductions to everyone on the team. Make them feel like they belong. Make them feel like they’ve found their long-term home, not just another temporary stop.
Focus On Culture
Building culture at your senior living facility helps to reduce turnover because people feel like they are a part of something that is bigger than them. They feel as if their employer is invested in them.
Offer your team a culture that they can be proud to be a part of, one that they’re excited about. In doing this, you could get valuable referrals from team members for new hires that fit well with your team.
Offer Professional Development
Give your team members opportunities to grow in their careers. Encourage them with reminders that you’re there for them and want them to be the best at what they do. This might mean offering paid time to complete continuing education units (CEUs) or providing opportunities to attend professional development conferences.
As you invest in your employees, they’ll invest in you.
Support Them Personally
Your team members are more than just employees. They have lives of their own. If they know you’re there for them, then they’ll be more likely to give their all to you when they’re working. Part of that includes making scheduling easier at your building. A reduction in hallway conversations, postings, and group texts can ease their stress and help them focus more on what matters to them. At the same time, offering them clear communications that provide them the option to pick up additional shift opportunities can help them better balance work and home.
Manage Their Workloads
An overworked employee is an unhappy employee. An unhappy employee is one that will eventually quit in pursuit of greener pastures. Managing your team’s workload through easy scheduling and limited overtime can help prevent them from feeling overworked.
Need help retaining staff at your senior living facility? Instant Nurse was designed to make scheduling and culture building easier than ever. Get in touch with us to learn more about what we have to offer or schedule a demo.