#4 Use a blended learning approach
Even before the start of COVID-19, many home care agencies shifted their training approaches to be more inclusive of online learning. We’ve found that those who’ve adopted this method are typically more effective at attracting and engaging the best caregiving talent.
A blended approach gives you the options you need to satisfy every type of caregiver. Topics that require hands-on demonstration can be taught in the classroom, while others can be assigned online. For example, you may choose to assign an e-learning module on “Fall Risk Factors.” Then, follow up with an instructor-led demonstration in “Performing Safe Transfers.” A blended plan means you are not stuck with just one delivery method.
Coordinating training for a wide number of caregivers can be difficult – blended learning is one of many ways that you can cushion your approach.
Also, it’s likely you’ll have different types of learners, personalities, and ages in your training sessions – and using both approaches is useful to get the most out of each individual.
#5 Use training as a way to build company culture and build unity across the organization
Onboarding training is likely one of the first encounters that a caregiver will have with your organization where they can really dive-in and learn the ins and outs. It’s the perfect time to instill your mission and vision in them while fostering a culture-based community.
As soon as you begin onboarding and training new caregivers, you should hit the ground running by getting to know them and giving them the opportunity to get to know you.
First things first, you’ll want to start by sharing your core values and competencies. These should be what your home care agency lives and breathes by – and will help to set a foundation for your company culture. The stronger your company culture is, the better your organization will be overall. You’ll see an increase in hiring, a decrease in turnover, stronger culture and increased productivity – among many other things.
Training is the perfect opportunity to let caregivers (and other staff members) bond and interact– which is especially important since they’ll be spending much of their time alone in the client’s home. It’s essential to have some fun activities and get-to-know-you sessions to help your team feel more comfortable and connected with one another.
#6 Encourage on-going training through caregiver mentors, supervisors, and continuing education
Once caregivers complete their initial phase of training, learning and advancement opportunities should not end.
One of the most common reasons we’ve heard as to why employees leave their agency is due to not having the ability to progress with the company they’re working for. To sidestep this, agencies should be offering ongoing training opportunities, such as a caregiver mentor program, other educational initiatives with supervisors, and even continuing education courses.
A caregiver mentor program is simple—it’s a program in which experienced caregivers are assigned to look after new caregivers and are available to help with their training, answer questions, and provide any other support that they need. This is one of the best ways to help new caregivers transition into their roles post-onboarding. It gives them confidence knowing that they have people that are willing to listen and contemplate how they can be better in their roles.
Even with a caregiver mentor program in place, you should also be providing continuous training through other means.
As of February 2020, we’ve merged with In the Know, a leading caregiver training provider and preferred training partner of the Home Care Association of America. This is one option, among many, to provide training solutions for your caregivers.
If you’re frustrated with your current caregiver training provider but still have months remaining in your contract, don’t worry. You can get ITK eLearning for free until your contract ends. Apply now to see how many months free you qualify for.
Training for agency success
Here’s the deal: training caregivers can significantly reduce caregiver turnover and helps boost agency operations overall. Here are just a few of the ways how.