Staunch the Staff Exodus: 5 Onboarding Steps For Reducing Turnover

Staff turnover is a significant challenge in the post-acute care sector, affecting the quality of care, patient outcomes, and operational costs. The turnover rate in post-acute care settings, including home health agencies, skilled nursing facilities, and hospice care, is notoriously high.

According to a recent survey, turnover rates in home care and home health are now nearly 80%, a 12% increase in just two years. In senior care, reported average turnover rates range from as low as 50% to as high as 128%, depending on the method of calculation. What’s more is an estimated 40% of new hires in post-acute care leave within the first 90 days.

One powerful strategy to combat this issue is effective onboarding. A well-structured onboarding process can significantly reduce staff turnover, improve job satisfaction, and enhance overall quality of care to patients and residents.

The Challenge Of High Turnover

The high turnover rates in post-acute care are often attributed to several factors, including job stress, inadequate training, and lack of support. This constant rotation of employees has a ripple effect, leading to disruptions in patient care, increased recruitment and training costs, and a decline in staff morale.

The Role of Effective Onboarding

Onboarding is more than just an orientation session—it’s a comprehensive process that helps new employees integrate into the organization, understand their roles, and feel supported. Effective onboarding can mitigate many of the factors contributing to high turnover by ensuring that new hires are well-prepared, engaged, and committed to their roles. Here’s how:

1. Set Clear Expectations and Role Clarity

During onboarding, it is crucial to communicate the job expectations and responsibilities clearly. This helps new hires understand what is required of them and reduces confusion and frustration. Clear role definitions also prevent role overload, where employees feel overwhelmed by tasks outside their scope, leading to burnout.

2. Offer A Comprehensive Training Program

Training is a vital component of onboarding. New employees in post-acute care need to be equipped with the necessary clinical and non-clinical skills to perform their duties effectively. This includes training on patient care procedures, compliance regulations, communication skills, and the use of technology and equipment. Providing thorough training at the start and throughout their employment ensures that employees feel competent and confident in their roles, reducing the likelihood of turnover.

3. Foster A Supportive Work Environment

Creating a supportive work environment is essential for retaining new hires. This can be achieved through mentorship programs, where experienced staff members guide and support new employees. Regular check-ins and feedback sessions can also help address any concerns or challenges early on. A supportive environment fosters a sense of belonging and loyalty, making employees more likely to stay with the organization.

4. Make Them Feel Welcome Right From The Start

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Want more tips on how to win over new hires? Check out our blog post, Employee Welcome Kit Essentials That Win Over New Hires. Click here.

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5. Discuss Career Development Opportunities

Providing opportunities for career growth and development is a key factor in retaining staff. During onboarding, it is important to discuss potential career paths within the organization and provide resources for professional development. This could include advanced training programs, leadership development initiatives, and educational support. When employees see a future within the organization, they are more likely to stay long-term.

Effective onboarding is a powerful tool for reducing staff turnover in post-acute care. By providing clear expectations, comprehensive training, a supportive environment, engagement, and career development opportunities, organizations can significantly improve employee retention.