Could caregiver turnover have more associated costs that expected?
Organizations are working diligently to increase employee retention, but the likelihood that an employee will leave these organizations is only increasing and threatening the efficiency and viability of many organizations. Home care organizations are experiencing rapid growth in turnover rates. The Home Care Benchmarking study found a growth in caregiver turnover of over 27% from 2009 to 2017.
While there are many different reasons for caregiver turnover, some common associated costs include advertising job openings, screening applicants, interviewing, as well as hiring and training. Here are some other often overlooked turnover costs incurred with the replacement of caregivers.
Recruiting and Training Costs
Although there are clear financial burdens of using recruitment and training services, in house expenses should also be recognized. New hires also require training and more hands on management, reducing the efficiency of your home care organization and time spent further developing the skills of current employees. Time spent training new hires by current experienced caregivers staggers productivity and takes time away from caring for patients and limits their professional development.
Downturn in Employee Morale
With the departure of many team members, the suspicions of those remaining begin to raise. Employees start to wonder “why” and morale often takes a significant hit. The uneasy environment may not only impact your organization’s culture but may ultimately reflect on the quality of care provided to patients and clients.
Loss of Referrals
With the largest recruitment source in the home care industry being current employee referrals, the increase in turnover directly affects the amount of word of mouth referrals.
Reducing Caregiver Turnover
To a certain degree, caregiver turnover is an issue for every home care agency. However, there are available solutions to reduce the impact on your organization. Here are some ways organizations can reduce turnover and minimize its negative impact, and grow your organization.
Recognize and Reward Positive Contributions
Managers must remember to not only focus on identifying unmet expectations, but must also be sure to recognize caregiver’s positive behaviors and actions, both privately and positively. Developing a culture where employees feel appreciated, encouraged and supported helps to increase employee satisfaction and performance. Organizations may consider developing employee recognition programs that best fit your organization’s culture and performance goals.
Understanding Your Caregivers Needs
Setting expectations of your staff’s roles and how your organization will support their needs will help establish goals and strategies for your working relationship. Creating a positive environment and culture within your organization, where caregivers feel comfortable to voice their needs and concerns, helps to increase employee satisfactions. Along with transparency and clear communication, professional development though Training and mentorship programs allow your caregivers to increase their skills and feel appreciated while improving your organization’s performance.
Simplifying Processes Through Technology Implementation
Using products that will simplify the way your organization functions and communicates can help simplify processes and alleviate administrative duties required of caregivers and providers. Easy-to-use interfaces and mobile compatible applications are convenient solutions for field provider and help to increase efficiency. HIPAA compliant messaging can improve internal communications and collaboration around patient care, scheduling, and coverages, helping each caregiver feel supported and well-informed. With strategic implementation, proper education, and training organizations can maximize adoption and utilization of new software and applications for better results.
Visit getlua.com to learn how home health organizations are using Lua messaging and telehealth to improve workflows and collaboration for greater employee satisfaction.