Strategies For Addressing Administrator Turnover In Long-Term Care

Administrators are the guiding force behind every post-acute care organization. They play a critical role in ensuring quality care, maintaining compliance, boosting employee satisfaction and retention, and the operational success of their facility. However, high administrator turnover rates have been a consistent issue since the 1990s. And based on data now recorded by CMS, average turnover rates continue to hover around 40% annually. 

Key Factors Contributing To Administrator Turnover

Retention of administrators is critical to promoting stability within a community. But they face a daily array of challenges that without the right levels of support can quickly take a toll and ultimately, resulting in turnover. Here are some of the most common factors contributing to high Administrator turnover today:

• Burnout: According to a 2022 survey, 48% of administrators cited burnout as a major reason for leaving their current organization. The pandemic exacerbated an already stressful role and ongoing challenges including staffing shortages, rising acuity levels, and lack of efficiencies continue to contribute to stress and burnout. 
• Low Compensation & High Competition: Like other roles throughout long-term care, compensation is always a point of contention. Many organizations have taken this to heart and since the pandemic have provided significant pay increases to leaders within their communities, including administrators. However, with competition for talent continuing to rise, providers must be extremely mindful of keeping pace with expectations when it comes to compensation. 
• Lack of Work-Life Balance: Administrators are tasked with balancing complex resident needs with operational efficiencies, all within a highly regulated environment that continues to face workforce shortages. These daily stresses make it extremely difficult for Administrators to mentally detach themselves from their communities at the end of the day.

Strategies For Improving Administrator Retention

Studies show the significant impact Administrator turnover can have on care outcomes within a community. This should be of no surprise considering the heavy influence they have on the overall operations of a facility. Managing the budget, overseeing employee retention initiatives, ensuring care standards are being appropriately observed, and addressing issues within a facility, including those involving staff, residents, and their families–these are just some of the responsibilities Administrators are tasked with. 

The demands of the job are extensive. But with the right support system in place, long-term care organizations can create an environment where Administrators can thrive.

Stay Competitive When It Comes To Compensation

As previously mentioned, competition for quality Administrators is very high and surveys suggest compensation plays a key factor in turnover. According to a recent survey of salaries conducted by Hospital & Healthcare Compensation Services (HCS), nursing home administrators saw an average salary of $135,744 in 2024. In order to remain competitive, organizations must consistently analyze Administrator pay within the communities they serve to ensure they are on par with salary expectations. Doing so will not only make your organization more attractive to future administrators but help you retain them long-term. 

Support Professional Development Opportunities

Many organizations offer Administrator-In-Training programs to help CNAs, LPNs, and RNs transition into leadership roles. But retaining administrators requires ongoing professional development beyond their initial training. Providing continuous learning opportunities ensures administrators stay current with industry changes, while leadership development programs strengthen their ability to navigate challenges. Mentorship initiatives connect new administrators with seasoned leaders for guidance and support from the beginning, and clear career advancement pathways keep them engaged in long-term growth. Additionally, assistance with licensure requirements helps administrators maintain compliance and confidence in their roles. 

Identify Ways To Boost Efficiencies & Reduce Administrative Burdens

With resources stretched thin in LTC, many teams operate with an “all hands on deck” mentality. While collaboration is key, it often results in Administrators taking on additional tasks that pull them away from higher-level priorities. The right technology and vendor partnerships can ease this burden. Take for example your annual training program, a process that, even with traditional technology, is still time-consuming and administratively taxing. A provider like Showd.me goes beyond a typical LMS by providing more than a just content library. Instead we take the lead on developing training programs, delivering them straight to caregivers, and following up with them to ensure everything gets done. By taking on the manual tasks of annual training, communities can gain back valuable time which can be reallocated to other initiatives across your team. 

Recognize Achievements & Incentivize Successes

Acknowledging the hard work and accomplishments of Administrators can go a long way in boosting morale and retention. Establishing performance-based incentives—such as financial bonuses for achieving a 5-star rating or meeting key operational KPIs—reinforces the value of their leadership and dedication. Beyond monetary rewards, public recognition, professional development opportunities, and career advancement pathways can also serve as powerful motivators and show their contributions matter.

Give Administrators a Seat at the Table

Administrators are on the front lines of long-term care, navigating daily challenges that directly impact staff, residents, and overall operations. Ensuring they have a voice in decision-making not only empowers them but also leads to more effective, realistic solutions. Organizations can foster this by involving administrators in strategic planning, soliciting their feedback on policy changes, and creating open channels for communication with executive leadership. When administrators feel heard and have the ability to drive meaningful change, they are more likely to stay engaged and committed to the organization’s long-term success.

Provide Perks That Make Life Easier 

The demands of long-term care administration can be overwhelming, making it essential for organizations to offer perks that support work-life balance and overall well-being. Flexible scheduling that allows Administrators to work outside of and around the standard “9 to 5”, remote work options for administrative tasks, and generous paid time off can help reduce burnout and support work-life integration. Providing wellness programs, childcare assistance, and financial planning resources can further ease stress and improve job satisfaction. Even small perks—such as meal stipends, concierge services, or professional development stipends—can make a big difference in retaining top talent. 

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Addressing administrator turnover in long-term care is not a simple task, but with the right combination of competitive compensation, professional growth opportunities, reduced administrative burdens, and robust support systems, organizations can make significant strides in retention. By recognizing the hard work of administrators, offering meaningful perks, and giving them a seat at the table, long-term care providers can create an environment where administrators thrive, reducing turnover and ensuring better outcomes for both staff and residents. Ultimately, fostering an environment that supports administrators in their roles is a key step toward achieving lasting success for your organization.