Let’s Talk About Care Staff Recruitment and Retention: Part 7 of 7


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Welcome back to our final chapter in the Let’s Talk About Looming Crisis series: Part 7.

I applaud your tenacity.  Thank you for investing your time and attention on this super important issue of quality care aide recruitment and retention.

We are almost done.  I said in the beginning this series was a long one. Haven’t I been honest?  But, it was a pleasant and worthwhile read, wouldn’t you agree?  I hope, no matter how experienced you are in our business that you learned something new from reading this series.

Now, let’s finish up talking about care aide recruitment and retention challenges, strategies and solutions.

Home Care and Home Health agency and Long Term Care facility care aid employee recruitment and retention has emerged as one of the primary challenges facing Home Care Services and Supports (HCSS) employers today. More so than ever before, employers need to develop and implement effective and recurring human resource strategies to find and keep the employees they need to compete in this burgeoning marketplace.

As the need for care staff grows while the pool of qualified talent shrinks, the scramble for good care aides will become more intense over the coming years.  Be wise.  Put your  care aide staff recruitment and retention plans in place now!

SUMMARY

You will go to considerable trouble and expense to identify, interview, and hire great employees for your organization. So retaining them should also be a top priority. Luckily, most good retention practices are inexpensive to implement.

Recruitment and hiring. It’s worth spending time and effort on recruiting. When there’s a good match between employees and your organization, retention is less likely to be an issue.

Orientation and onboarding. Again, it’s worth having good practices in place. Treating employees right in the critical early stages of employment has been proven to enhance retention.

Education and Training for development. Education and Training are golden key factors in helping employees grow with your company and stay marketable in their field.

Components of effective retention plans

To understand how to retain good employees, you first need to know what they’re looking for. Today, the best employees want:

  • Career development opportunities and a chance to grow in their chosen field
  • Regular feedback on how both they and the company are doing
  • A chance to contribute directly to the organization and be recognized for doing so
  • Flexible work schedules that recognize their need for work/life balance
  • A good salary or wage and an opportunity to increase it over time
  • Benefits tailored to their individual needs

 

Key Retention Strategy Elements

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Experienced caregivers make GREAT Senior Care Auditors. Start a Senior Care Auditing program as a career development option for your experienced care staff -and grow your business with an additional income stream! Care staff gets accredited CSCA certification from CertifiedCare.org.

Good retention starts from the time you hire employees to the time they leave your company. See how tweaking some of your employment practices can have a big impact on employee retention:

Performance evaluation. When employees know what they’re doing well and where they need to improve, both they and your organization benefit.

Pay and benefits. We did not touch on this subject because in so many quarters it is quite the hot topic and we had enough to talk about.  That having been said, while today many employees tend to rate factors such as career development higher than pay, good pay and benefits still (and will always) count.

Internal communication. Effective communication can help ensure that employees to want to stay with your company. Employees need to know—and be reminded on a regular basis—how the organization is doing, what they can do to help, and that their input matters.

 

Engage Employees to Increase Retention

Engaging your employees—that is, making sure that they are committed and productive in their work—can benefit you as much as it benefits employees.

If you hire the right employees, chances are good they’ll be engaged—committed to your business and happy in their work. But to ensure ongoing engagement, you as an employer must play a major role, particularly when it comes to communication.

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Read this entire 7 part series!

Consider these five strategies:

  1. Be clear on what your business stands for. Your company’s mission and vision and brand must be front and center in everything you do.
  2. Communicate well and often. Your employees need to know—on a continuous basis—how both they and your company are doing.
  3. Understand generational differences. To get the best out of all your employees, know what motivates different generations.
  4. Find out what your employees need. Ask your employees on a regular basis how they’re doing, and be ready to follow up on their input.
  5. Empower all employees to do their best. Provide the leadership, resources, and training your employees need to realize their potential.

Understanding what engages employees can help during all phases of the employment cycle—from recruitment to training to performance assessment and beyond. It’s also much easier to retain employees who are engaged and committed to your companys’ success.

CONCLUSION

3 Steps to Getting your Recruitment and Retention Prayers Answered

Remember when I promised earlier to tell you how to get many of your recruitment and retention prayers easily answered?  First, if you have not already done so, read this entire seven part series on the subject as it applies to home care and home health care personal care aides (nurses, home health aides, CNAs, PCAs) and PUT INTO PRACTICE THE LESSONS PROVIDED.   Next, go to the registry at CertifiedCare.org. There you will find a registry of elite caregiver who have invested their time to get a comprehensive education in providing the best personal care. Last, If you hire a CertifiedCare certified PCA, or get your care staff educated by CertifiedCare, then you will have finally arrived at full manifestation.  Full coverage education, (education that goes way beyond high (administration) maintenance snippets and entry orientation education), respectable professional credentials, and ongoing benefits of an professional care aide membership organization dishing up long term career development and employee self-development.  It is all handled for you through CertifiedCare.org.  But, wait, there’s more…

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CertifiedCare.org is where all types of caregivers benefit from complete elder care education.

You get all that above for a one time low fee (ask for agency discount).  Thereafter, ongoing education, continued registry updating, and professional development is also handled by CertifiedCare, but is the Care Aides responsibility for just $20 a year. Not much when you consider how much your renewal fee for your professional membership is, right?

I promise you,  if you do all I have said in this article, you will find that all of this amounts to a MUCH lower cost than the endless loop of recruiting, training, and replacing, …recruiting, training, replacing,… recruiting, training, replacing not only your personal care staff, but all your staff.

Now, give joyous thanks to (____).  Your recruitment and retention prayers have been answered!

©Copyright 2016 All Rights Reserved
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Make sure your caregiver is educated, tested, certified and registered by CertifiedCare prior to hire or as a condition of continued employment.

Let’s Talk About  is a CertifiedCare.org sponsored series of full length articles about cutting edge topics and trends impacting the Long Term Care industry service providers and the people that industry is meant to serve.   These articles are authored by Rev. Dr. Cathleen V. Carr JD MA MscD,  a down to earth ordained minister, a dozen times over experienced caregiver, carrcathleen.jpg (180×252)Executive Director of CertifiedCare.org, and author of the CertifiedCare multiple award winning Personal Care education and certification programs, and “Grand Poobah” of the CertifiedCare Professional Care Aide membership organization.

REFERENCES:

http://www.labourmarketframeworkyukon.com/system/PDF/RR%20strategies.pdf

Recruitment and Retention Strategies How to Attract, Keep and Motivate Today’s Workforce By Gregory P. Smith

Theory by Sam Ashe-Edmunds

https://prezi.com/vpuygtmee7mp/nursing-recruitment-and-retention-havelocks-theory-of-change/

https://homecarepulse.infusionsoft.com/app/storeFront/showProductDetail?

http://womeninbusiness.about.com/od/managingemployees

Onboarding New Employees: Maximizing Success. Bauer, T. N. (2010).

www.shrm.org/about/foundation/products/pages/onboardingepg.aspx

http://humanresources.about.com/od/360feedback/g/what-is-a-360-review.htm

http://www.careeronestop.org/businesscenter/trainandretain/manageandretainemployees/retention-strategies.aspx#sthash.rlnx6RkX.dpuf

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About Elder Care Advice blog

Get professional elder care giving advice, advocacy, education and tips for those who care for and about the frail elderly at the ElderCareAdvice blog. We are generously sponsored by CertifiedCare.org. Most posts are written by Cathleen V. Carr, unless attributed otherwise. We welcome relevant submissions. Submit your article and by-line for publishing consideration (no promises!) to Havi at zvardit@yahoo.com, our own editor who will ensure submissions are given the best possible treatment and polish before publication, ensuring a professional level of publication. There is a nominal service fee involved ($45). Allow up to 30 days for publishing.
This entry was posted in Advocacy, Caregiving, Certified Care.org, Certified Caregiver, Elder Care, Elder Care Goods and Services, Home and Health Care Agency, Professional Eldercare, Senior Care Auditing, Uncategorized and tagged , , , , , , , , , , , , , , , , . Bookmark the permalink.

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