Senior Living

Improving Employee Retention

By Yardi Blog Staff on Sep 17, 2018 in People

The senior living industry employs close to a million people, and the sector is expected to add nearly 300,000 jobs by 2026. With employee turnover already a worrisome—and costly—issue, companies need to arm themselves to keep up with demand. That means thinking not just about hiring, but also retaining key staff. What does it take to temper employee turnover? It’s not just about more money. If you want to keep employees in this competitive landscape, it’s about engaging staff by creating a truly employee-centric culture. Here’s how:

Build an environment of recognition

In order to realize the significance of their roles, staff need to feel appreciated by management, their peers and by residents. Sadly, only 21 percent of employees think they’re truly valued in the workplace. The good news? 44 percent say they’d regularly give peer-to-peer recognition if it were easy to do. Develop simple, quick ways to deliver acknowledgement, and make sure that it’s visible across the organization. You might be surprised how much feeling appreciated boosts morale.

Promote balance with flexible scheduling

Practicing work-life balance in the long-term care industry, where many residents require round-the-clock care, can prove to be more challenging than in other industries. But giving employees some flexibility is possible. Start by setting a quota on number of weekends and holidays worked, then allow staff to set schedules autonomously by working with colleagues to optimize their hours.

Talk to standout staff

Reach out to the best of the best on your team and ask important questions: What motivates them? Why do they stay? What could you be doing better? Find out what makes them tick, then apply these learnings to the greater organization. There’s no input more valuable than from top performers who are satisfied and come to work ready to seize the day.

Consult with residents

That’s right—residents. You may think focusing on staff is the key to retention—and it is—but one of the most important ways to engage employees is to involve the residents they care for. Create a feedback loop to find out what’s working and what’s not when it comes to resident-staff relations, then socialize the findings. Identifying the things that residents love not only gives staff members positive reinforcement, it highlights actionable, repeatable tasks that will strengthen the bond between caregiver and patient. And when employees are more invested emotionally, they’re more likely to stay put.

Provide a path to growth

Two-thirds of employees see no chance for professional growth. Considering a large portion of prospective job seekers are millennials, many of whom are just beginning their careers, this statistic is particularly troubling. Make your community stand out with clearly communicated opportunities for upward mobility. Even in a relatively flat organization, they exist. Creating staff mentorship roles, assigning team leads or compensating employees who complete professional development courses are ways of show that you care about—and are invested in—your staff’s personal growth.

Ask employees what they want

This seems so obvious, yet many employers fall into the habit of assuming what workers want. Every team member is an individual with their own motivations. For some, the ability to work from home on days assigned to administrative tasks might provide a recharge. For others, the prospect of being involved in choosing the company’s new software platform could be empowering. The point is, compelling solutions are not one size fits all. When in doubt, don’t be afraid to ask what you can do better as an employer. Then, follow through.