The senior living industry has a turnover rate of 50% according to the Bureau of Labor Statistics. For every 100 hires, half of them are going to need to be rehired to avoid understaffing. Retaining senior living staff is no easy feat.
When people think of industries with high turnover, they often assume that restaurants and retail are hit the hardest; yet, none of those establishments hit the turnover rates of senior living. With staff rotating in and out, there are a ton of negative consequences that HR representatives have to mitigate:
- Burnout
- Negative impact on employee morale
- Lack of consistency and quality
- Decrease in revenue
- Increase enterprise expenses
It’s exhausting, in a year that has already proven to be difficult. Luckily your facility doesn’t need to follow the industry’s status quo. Despite the obstacles ahead, you can decrease your turnover rate.
Focus on the hiring process
It doesn’t start with weekly meetings or monthly outings, it starts with the talent brought in. Senior living facilities are often trying to fill an immediate vacancy, so it pays to be proactive to avoid impulsive hires. For talent acquisition managers, this could mean networking and creating a lineup of potential employees. For those that want to save more time, this could mean utilizing a recruiting firm with a great candidate pipeline. Regardless of what you chose to do, make sure each candidate has the right amount of resilience, experience and empathy to succeed in the role.
Incentivize growth
The reality is that supervisors are desensitized to turnover and often treat caregivers as disposable workers. Once you’ve gotten to this point, leaders stop caring about the training programs that would incentivize growth. Does anyone want to stay in a role that is designed to be temporary? Spoiler alert: nobody does.
People stay at companies where they feel respected and they leave ones that don’t. A senior living facility should have a positive atmosphere. Yes, the work is stressful. Not everything is going to be all fun and games. However, rigid schedules and a lack of training is far more costly than flexibility and a good training program. You should provide opportunities where seasoned workers can offer guidance to new employees. It’s not uncommon for employees to leave due to a lack of mentorship.
Dealing with low pay
According to Indeed, only 44% of workers in assisted living facilities believe that they are compensated fairly. This is something that is specific to the industry, as many will leave to look for alternative healthcare opportunities. Hourly workers, in particular, are often paid low wages considering the nature of their work. While it’s normal for companies to offer minimum wage, it should serve as a catalyst to something bigger. It’s also harmful when these low-paying positions have high levels of requirements.
Workload management
The level of care a resident requires constantly changes. Typically, the longer the resident is there, the more care they’re going to need. This directly impacts staffing levels and the workload of caregivers. Studies have shown that increasing staff numbers per resident will reduce turnover.
On top of that, as more technology emerges, it can also be time-saving (and money-saving) to incorporate automated technologies and remote monitoring devices in your facility.
Senior living has experienced robust growth with a forward-looking 10-year horizon of more growth and innovation. As demand grows, and Senior Living communities offer heightened levels of service and amenities, finding the right leadership is crucial. At JDI we move with urgency to deliver you top talent. You can schedule a call today with one of our search consultants here!
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