Turnover in healthcare facilities is high right now for a number of reasons. Workers can experience burnout, especially if they’re working long hours and can’t take time off, some workers may look for a different place to work for a variety of reasons, and others may quit because the facility isn’t a good fit for them. While there are instances when turnover is going to happen, there are ways for facilities to prevent it from happening as much to keep the workers they have longer.
Prepare for Short-Term Shortages
Workers will need to take time off, so it is important to prepare for short-term shortages so that all of the shifts are fully covered. This prevents other employees from doing too much during the day or from workers feeling burnout while they cover empty shifts. Taking advantage of healthcare staffing solutions can enable facilities to get the coverage they need for short-term shortages so no one has to take on extra work to make everything function properly.
Offer More Flexible Scheduling
Workers may need to adjust their schedule to make time for something they need to do or change their schedule to pave the way for changes in their personal life. When facilities have more flexible scheduling options, it’s easier for workers to make time for the things they need to do, which means they’ll be able to get everything done and take time off if they need it. Facilities should look into ways to add more flexible scheduling options for the workers to help ensure workers will be happy with their schedules.
Improve the Hiring Process
Preventing turnover can start with the hiring process. It may be important to look into the hiring process to see what can be done to minimize the potential of hiring someone who won’t be a good fit for the facility. Someone who isn’t a good fit will not last very long and that can end up increasing turnover rates. While hiring more people is necessary, it should be done carefully to ensure everyone who is hired will be a good fit.
Improve the Onboarding Process
The onboarding process should be simplified as much as possible to allow for temporary workers to start as quickly as possible but should be thorough enough that new workers are able to get acclimated and start working with few to no issues. Employers should take a close look at their onboarding process and ensure it follows all of the best practices to help make sure it is as easy as possible to introduce new workers to the facility and help them get up and running in their new position.
Offer Competitive Wages
Employees who make more are often happier with the work they do, even if they need to work longer hours or a schedule that doesn’t exactly fit their needs. Facilities should look into the average wages for similar work in the area and ensure all employees, new and long-term, are paid competitive wages. This helps not only bring in more workers but also ensures existing employees are happy with their jobs and willing to stay at the facility instead of moving to another one where they can make significantly more money.
Create a Better Work-Life Balance
A worker should be able to have time at home for everything they need to do as well as time to relax and recuperate after a long shift. When workers are taking on too much work, working odd hours regularly, or having to switch their schedule often to meet the needs of the facility, their work-life balance can suffer. This can lead to burnout, which can cause the worker to end up quitting their job or looking for somewhere else to work. Facilities should do as much as possible to help create a better work-life balance for all employees to improve employee satisfaction.
Offer Better Benefits to Employees
Benefits offered can make as much of a difference as the pay, as long as the benefits offered are ones the employees need and will use. Benefits can include health insurance, vacation time, paid time off when needed, and a lot more. Look into what benefits are offered by other facilities in the area as well as different types of benefits employees are likely to enjoy. Then, see what can be added to the benefits for employees to help make sure they are satisfied with their job and everything it includes.
Hire From Within When Possible
Hiring for upper positions shouldn’t just come from outside the facility. While someone outside the facility could be a good fit, they do not know how the facility operates, what the workers need, and more. Hiring from within provides the opportunity to help those who are doing well advance up the corporate ladder and be able to improve their position, which can encourage them to continue working at the same facility. It also ensures that the person who fills the upper position is already familiar with the facility and knows what needs to be done.
Prioritize Communication
Communication is key to reducing turnover rates. Find out why employees are leaving as well as why current employees may consider leaving the facility. Take all of this into account when creating a plan to reduce turnover rates. If employees are leaving because of a better schedule elsewhere, having more flexible scheduling can prevent this. If employees are leaving because of the pay, the turnover rate can be reduced by adding more competitive pay rates. Make changes based on the communication received to see changes.
If your facility has experienced high rates of turnover recently, it is important to take time to look at why the turnover rate is so high and what can be done to fix it. Some of these ideas can help reduce employee turnover, keep employees at the facility longer, and help ensure the facility is always fully staffed. By taking the right steps and getting help when needed, it is possible to reduce the turnover rate, reduce burnout, and help employees stay happy with their jobs. Start today to see what a difference it can make.
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