As Silversphere’s eBook on employee retention in senior living emphasizes, perhaps one of the most important components of good resident care is employee retention. While the baby boomer generation reaches 75 and older over the next decade, this caregiver retention will become increasingly important.
If your best people leave, what leaves with them? Do you have a strategy in place to retain their knowledge? How do you guarantee the experience and intellectual properties within your company are not lost through caregiver turnover?
Initiatives should be designed around retaining quality talent to ultimately deliver exceptional experiences for residents and their families. Implementation of these initiatives will directly impact retention of valuable team members.
Investing in your staff is an important component of a good retention strategy.
We’re not just referring to compensation, but time and energy. Invest in mentoring, training, and taking steps to advance your staff to meet company needs and goals for the future. Employees often quit out of frustration with a company that is only maintaining the status quo and lacks a strategy that includes them in the company’s future development.
A caregiver mentor program will pass on valuable knowledge.
A caregiver mentor program is a formalized training program focused on building confidence, satisfaction, and retention among your best caregivers and your residents. A strong caregiver mentor program can be a great way to keep your best caregivers and avoid the expenses associated with replacing them.
Benefits of implementing a successful caregiver mentor program include:
- Retention program focused on your best caregivers
- Caregivers with better training and more knowledge
- Accountability and confidence for new caregivers
- Camaraderie among team members and caregivers
- Residents feel safer and have more confidence in your team
- Resident and employee satisfaction
- Empowerment of your entire team
- A consistent quality of care for residents and their families
Outlined clear career paths will cultivate a successful caregiver.
Employees want to know where they could be headed and how to get there. Provide regular feedback via annual reviews or midyear check-ins, as well as discussing career advancement. Encourage caregivers to come to you with career questions and desires throughout the year. Promoting continuous learning through training and development courses provides caretakers with the opportunity for consistent growth and a clear career path.
Many companies consider investing in new staff members a high risk, especially if they have a history of high staff turnover. They worry about “throwing away” money on employees that will inevitably leave. At Silversphere, we ask this question about our employees:
Would we rather invest in their personal career development and have them leave?
… Or would we rather invest nothing and have them stay?
For us, it is an easy question to answer. When you invest in someone’s personal and career development, you reap the “first fruits” of their advancements, even if it is only for a little while. And more often than not, you build trust and loyalty in that employee as you advance their knowledge and skill, which usually results in keeping them around much longer. We opt to take the risk of developing our personnel knowing there is a chance of turnover rather than keep around tapped out, uninterested, and non-growing employees forever.
Invest time, energy, and knowledge into your caregivers and you will save in the long run while creating a positive company culture through valued employees. Download our eBook for more information on the impact that is left on your community when caregivers with the most knowledge leave for outside opportunities and how to prevent caregiver departure!