There is not a single HR exec on earth that doesn’t want to increase employee retention. Unfortunately, the senior living industry doesn’t exactly encourage longevity. From interns up to executives, turnover rates have been a common top-of-mind discussion.
Turnover trends are compelling many leaders and hiring managers to up the ante when it comes to implementing employee retention strategies. It’s common sense. The only way to avoid the high cost of turnover is to increase employee retention.
First, the facts. The senior living industry has a turnover rate of 50% according to the Bureau of Labor Statistics. During the pandemic, the senior living industry was one of the few industries that continued to hire. Albeit at a lower level due to lower occupancy, there were recruitment practices happening. Once the world started opening up, the desperation didn’t stop, but the race to find talent intensified.
There are several strategies facility administrators can implement to combat this worrisome trend. However, it comes with realizing why employees are leaving in the first place.
The Workload
You step inside a facility, and you find a nurse that is working a double shift. It’s not exactly ideal, but it’s also not uncommon. Caretakers are often hitting the 12th hour of their shift, running to attend to a resident. Long hours result in mistakes and working in a facility can be both physically and emotionally taxing. Appropriately managing the staff’s schedule is key.
Lack of Growth
Entry-level employees can struggle to break into senior ranks, particularly when no training programs are offered. Lack of staff development programs can be detrimental to the staff’s overall success.
If the majority of the facility’s jobs are dead-end; there’s a clear reason why people are leaving. Hiring should be strategic, and administrators should always pursue individuals that have a passion for the industry. More importantly, they should have a plan to move talent up the ladder.
“Thank You”
As simple as it is, long-term employees are oven overdue for a thank you. Don’t underestimate the power of something as simple as thanking employees for their hard work. It’s as easy as a quick email or a short conversation expressing your gratitude for their hard work. You would be amazed by how much morale is boosted by showing appreciation towards the staff.
Flexibility, engagement, a growth trajectory and recognition are the name of the game. Reducing high turnover is not as cut-and-dry as increasing salary. Employees want to be valued. Once you establish why your facility’s turnover rates are so high, that’s when you can begin to develop your employee retention strategy for the long haul.