Combatting turnover in home-based and facility-based care may seem impossible. Retention is a consistent struggle for facilities and agencies alike, and in many ways, the pandemic has exacerbated those struggles. Turnover costs employers anywhere from 100-300% of each lost employee’s salary. Additionally, the results of consistent turnover in the healthcare industry can have much more dire results than other professions, like inadequate patient care.
But there are ways to keep your staff around longer. If you look at turnover as the symptom rather than the condition, it’s much easier to analyze why your staff is leaving.
Some of the contributing factors to high turnover are burnout, lack of career development, a poor work-life balance, and low pay and benefits. By addressing what causes or contributes to turnover, you’ll be better equipped to keep your team around longer. Here’s where to start.
Step 1: Evaluate your Turnover Rate
The first step in addressing turnover is figuring out exactly how bad the problem is. Find out the rate of turnover for your organization by dividing the total number of separations that occurred during a given period of time by the average number of employees, then, multiply that number by 100. This will