It’s important to know and consistently evaluate your caregivers for their evolving scheduling needs. For instance, some caregivers may want to be bumped up to full-time during the summer.
In addition, others may be going through ongoing issues you may not know about that may affect their work ethic and availability. Some examples include ongoing car issues or balancing the commitments as a family caregiver. It’s important to touch base with caregivers about their hours, what their personal and professional goals are, how you can jumpstart their progress while emphasizing the importance of self-care.
#3: Advertise flexible options in your job postings.
Retention begins at recruitment. This should be at the forefront of your hiring process, from job postings to phone interviews. Each communication with candidates is a representation of your home care agency. The key to your scheduling is being consistent. The retention will follow.
One way that you could facilitate recruitment is by keeping clients in mind when crafting job posts. A “who you are” section, could include traits that a client needs, to help fill open shifts, where your current roster is unable. In addition, it is best to be transparent in your job posting, including your company culture, job responsibilities, and including pay (or a range).
Remember: when you’re crafting a job posting, you’re not only competing against other home care agencies for talent. You’re competing against senior living communities and even wider categories like retail stores and fast food chains. Make sure to sell caregivers on the perks of working for your home care agency in comparison to other home care agencies, and why they should pick home care over senior living communities.
Highlight the benefits of one-on-one care. Don’t forget the satisfaction of developing meaningful relationships with clients, almost becoming a part of their families.
According to the annual Home Care Benchmarking Study, 57% of turnover happens in the first 90 days. You can work to prevent this from happening through effective scheduling, and consistently communicating with caregivers. Make sure to talk about their scheduling needs and changes as well as personal needs.
Also, you need scheduling software that is up to date, and improves efficiency. For example, Alayacare uses analytics to determine at-risk caregivers before they become a part of caregiver turnover. Common scheduling programs include AxisCare, ClearCare, and MatrixCare. See which one fits your agency’s needs the best, and utilize all of the features it has, to lessen the work on your staff.
#4: Use communication to foster meaningful relationships.
We’ve talked about scheduling for the most part. Here are some best practices for communication in the context of scheduling:
Communicate with caregivers about scheduling to make sure that you are meeting all of their professional goals and expectations and provide them with the tools to be successful.
For example, they might be happy working with a client that requires a Hoyer lift, but would benefit from a Hoyer lift training refresher. By scheduling additional training, you are: