To improve communication with millennial workers, organizations have to do a better job of understanding their motivation.
They're everywhere — in your billing department, food services, human resources or janitorial — and they're secretly sabotaging your nursing home, one day at a time. We all know some.
Be prepared to answer the question in the headline in an employee-driven market.
A special McKnight's webinar on Feb. 27 will explore the connecting between worker retention, culture and how an employee-centered approach will ease worker shortages.
At the risk of shameless self-promotion, I'm quite sure I've just solved one of the great challenges facing long-term care providers — hiring the right frontline caregivers.
Expanded employee recruiting efforts and optimized daily staffing practices will be in focus at a McKnight's webcast starting at 1 p.m. Eastern Time on Aug. 2
Long-term care managers need to understand what they can do to make their workplaces as employee-centered as possible — or risk losing out on the best workers, experts and front-liners alike emphasized on Tuesday.
Providers are increasingly realizing they need to apply some of the "TLC" for residents to their hard-working staff, as well — or risk absenteeism and attrition. Experts offer valuable insights on how best to ensure employees are getting adequate care and attention.
We talk a lot about employee retention in this industry — and I mean a LOT. With the current employment climate of the sector, it would be unwise not to. Here's a key to it.
Dementia, falls prevention and staffing will be the topics of three separate webinars during the next McKnight's virtual trade show, which takes place Tuesday and offers three free CE credits.
Employees seem to be in the driver's seat more than ever thanks to high turnover and worker shortages in long-term care. That's why on Feb. 16 providers are being presented with a vital McKnight's webinar, "Employee Engagement: Your Key to Success in 2017."
Former baseball executive Branch Rickey is famous for bringing Jackie Robinson to the Major Leagues to break the color barrier in 1947. It is especially noteworthy since this is Black History Month, but providers should admire Rickey for another reason as well.
Some of the reasons employees leave are beyond our control. But many are not. Here's how to start figuring out how to stop the flow and reduce turnover.
Like observers of a mother driving herself to exhaustion and sickness by taking care of her children day after day, U.S. providers are seeing measured declines in their caregivers. The numbers reveal just how bad it is.
To better appreciate this sector's alarming nurse-staffing nightmare, it's helpful to recall the warden's famous line in Cool Hand Luke: "What we've got here is failure to communicate.
Attendees at the Nov. 6 McKnight's webinar will learn how to adopt employee-centric practices that will improve staff satisfaction and retention. Takeaways will be proven practices and practical advice that will help providers achieve the Quality Initiative goal of reducing nursing staff turnover 15%. Irene Fleshner, RN, MHA, FACHE, Senior Vice President for Strategic Nursing Initiatives for Genesis HealthCare, will be the featured presenter.
After stealthily observing long-term care professionals in the wild for the past 15 years or so, I've come to see you as a perplexing and elusive study in contrasts. Perhaps you haven't noticed me. I've been conducting my research from a camouflaged duck blind in the lobby.
This is going to sound terribly wrong on the face of it. There's no way around it. It appears that the nation's largest association of nursing home operators has just bought itself a whole lot of credibility.
Assisted living communities have always had high turnover rates - generally attributed to the prevalence of non-professional/low paying jobs. Estimates for staff turnover range from a low of 21% to a whopping 135%, with an average of 42%.
The turnover rate in long-term care is a very significant problem, so I dug into the research about it. Some of the findings were shocking. Others were simply very disappointing. Here's what I found, and what can be done to improve conditions.
Handing in your resignation is rarely an easy event. As a leader, be it a program manager, assistant or an administrator, ask yourself this question: How do I treat people when they resign to take another job?
The turnover rate for long-term care nurses is far higher than the national average, but facilities can improve retention by adjusting human resources practices, a top workforce researcher said in a McKnight's webcast Thursday.
Finding and keeping good employees is essential for delivering quality resident and patient care. Given the cost of replacing staff, it's never too early in the employee lifecycle to think about reducing dysfunctional turnover
Organizations must take steps as early as possible in the employee lifecycle to address dysfunctional turnover. From selection to 'onboarding,' there are specific strategies to improve employee retention.
Skilled nursing facilities that have fewer rehospitalizations are likely to retain their licensed nurses at a higher rate than other SNFs, according to a study in the April issue of Gerontology.
The overall retention rate for all assisted living employees was 73% in 2011, a new survey from a provider group finds.
'Pay attention: Retention pays' was the title of the latest in a series of free McKnight's webcasts for long-term care professionals. The hour-long event was broadcast live Aug. 28 and is available for a year via the McKnight's online archive. Lead presenters were Shelly Szarek-Skodny, the president and CEO of Legacy Business Partners, and Mark Woodka, the CEO of OnShift Software. They addressed staffing strategies critical for minimizing turnover and retaining good employees, a route to better outcomes, higher occupancy, increased resident satisfaction — and a healthier bottom line.
The holy grail of long-term care hiring would have to be the ability to divine in advance who will end up becoming a personnel liability and workplace nightmare. Most providers try to do that with a combination of intuition, hypnosis, polygraphs, frisking and background checks.
I think we might have caught some of you sleeping not long ago. That's the only way I can explain what happened - or should I say what did NOT happen.
A year after healthcare reform became law, finding and keeping good industry employees continues to be a massive challenge, especially in long-term care, an expert in healthcare recruitment and retention said Wednesday.