Consistent offense wins the game
Consistent offense wins the game
Retaining special care workers
LifeStyle Option's nonprofessional caregiving staff stay just under three years on average. This does not come by some magic formula, says company chief executive officer Molly K. Miceli. "We keep looking for new answers, but haven't found any yet. If anyone knows of one, tell them to let us know. It's not one single thing; we just do it all the time. We do more of it and do it more consistently. We don't put in a program every few months and abandon it."
However, following these tips may help:
o Screen well.
LifeStyle Options' retention success starts with its recruitment efforts. In addition to requiring previous caregiving experience, the company uses an internally developed caregiving profile which screens candidates' care and compassion quotients.
o Offer extensive training and a career path.
Once on board, employees receive extensive training, which forms the backbone of LifeStyle Option's career path. After a day-long orientation, they receive thirty days of intermittent field supervision, with subsequent ongoing oversight. And the company imbues workers with a sense of professionalism from Day One. "We call them 'home care professionals.' Some agencies don't like that, but we expect [employees] to behave as a professional, and that sets the tone," says Miceli.
All employees must also complete 10 training modules covering such topics as universal precautions, nutrition, and infection control. The staff may access the modules through in-office classes or self-study audio tapes. Advanced training modules cover ethics, cultural differences, and advance directives, to name a few. Employees who complete these modules, along with other requirements, receive the title "community care worker" and higher wages. Forty-eight hours of further specialized training certifies them in Alzheimer's and dementia care, and offers another career step.
o Give extensive rewards and bonuses.
LifeStyle Options offers an array of rewards and incentives for caregivers, including attendance awards, referral bonuses, Caregiver of the Year awards, and various acknowledgment pins and clubs. Client compliments can trigger financial bonuses or additional vacation days.
Although these efforts are time-consuming and an added expense, Miceli says they are worth it. "If we don't have staff, we don't have sales. Our focus has to be on the staff. If staff are trained and appreciated, then clients will receive good services."
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