Five retention strategies for care staff

Five retention strategies for care staff

Once you have your staff on board, how do you then manage to keep them there?

It’s an extremely competitive market place out there; populated with other companies we’re sure who are falling over themselves to offer incentives in a bid to lure care workers away from existing employers. So, apart from joining them in this crazy incentives bidding war, what other tried and tested means can you engage in to retain staff?

Well, nurturing them helps of course. Ensuring their own career path is developing is a good policy for staff commitment, so too is ensuring they are managed well. Here are our 5 strategies for staff retention in greater detail:

  • Supporting staff on a personal level

At some point in our lives many of us may need a little outside help whether it’s financial, counselling or legal. Employers who have access to such a help scheme can provide their employers with the advice and assistance they need at that particular time so that it doesn’t affect their health.

Another method of supporting staff could be to allow flexible hours or time off so that they can care for a loved one who has become ill. This type of action often leads to loyalty.

  • Fostering the carer client bond

Encouraging an employee to strike up a close relationship with a client allows that employee to become more involved in the care process and allows him or her to provide a better job to the client as a result.

  • Giving staff more responsibility

Giving an employee more responsibility can be another way to keep them engaged. A job which is no longer challenging becomes dull; more responsibility means an opportunity to learn something new.

Another reason to give an employee more responsibility is because it often makes them accountable and more likely to make a commitment to the role. That’s because they’ll feel as if they’re achieving something.

  • Turn the exit interview into a heart to heart

This is a great way to get feedback because employees who are leaving ‘have nothing to lose’ as it were so tend to be more truthful. Make them feel comfortable to the extent that it’s more like an informal chat and they’ll be more encouraged to share their experience. This way you’ll find if their manager isn’t all you thought they were, if it’s time you introduced more flexibility in hours, or gave me support. Of course, it’s difficult to make recommendations based on one interview but if several departing employees mention the same issues then it’s time to do something about it.

  • Practice personal development

Give employees support to develop in your employment – not just in a work way but also on a personal level such as providing training in communication skills, first aid, leadership and allowing them to mentor others (and in doing so boost their own confidence). You might even provide sabbaticals.

Perhaps you have a more successful method of ensuring staff retention? If so we’d love to hear it.

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