Turnover is one of the most expensive and mostly avoidable expenses facing countless companies across the nation. While some turnover is expected to occur, the rate of healthcare professionals leaving their organizations is at an all-time high. Some experts find this to be alarming because there is already a nursing shortage in the United States. In order to slow turnover down and increase retention, leadership must take a look at why their employees are walking out.
Minimal to No Appreciation
Good employees will jump ship if they work hard, perform well and play by the rules, but get no appreciation. This is one of the primary reasons most people quit. Companies who show their valued staff appreciation by recognizing their efforts and thanking them can actually increase retention by almost one-third.
Leadership needs to develop a culture of appreciation so that it is an expectation, not simply an “employee of the month” gesture. Employees who feel appreciated also believe they are valued and tend to stay.
Rude Behavior
No one likes to be on the receiving side of rudeness, either from a coworker or a manager. Good employees do not enjoy being surrounded by rude people or working within a culture of rudeness. Rude behavior comes in many forms including:
- Assigning blame to others
- Playing favorites among management
- Retaliation
- Disrespectful behaviors and attitudes
None of these behaviors are acceptable in any workplace setting, and certainly not in health care. It’s behaviors like these that increase turnover, waste loads of money and perpetuate a negative culture. Administrators should look realistically at their staff and address these behaviors before it’s too late and good people are walking out the door.
Bad Management or Leadership
You may have heard this one before: “People don’t leave companies or buildings… they leave their direct supervisor”. Bad managers are toxic in the workplace and are one of the most common reasons for good people walking out the door. Want to slow down turnover due to bad managers? Hold them accountable.
Time and time again, it has been demonstrated that the relationship between staff and managers is the most important factor in deciding whether to stay or leave the organization. A healthy relationship builds trust and job satisfaction; a poor relationship leads to anxiety, distrust and turnover.
No Training, Education or Advancement
Employees require education that goes beyond the minimum compliance training requirements. Health care is a place where highly specialized care and technology demands continuing education. Studies show that well-prepared staff are more engaged, have a greater sense of confidence and stay with the organization.
But training and education are only a piece of the pie. Employees who go through specialized training programs should have the ability to advance to a better or different position.
For instance, a state tested nursing assistant (STNA) or certified nursing assistant (CNA) who successfully participates in advanced memory care training for residents with neurodegenerative disorders along with education on Alzheimer’s, Huntington’s, and Parkinson’s disease should be able to become a “Lead Aide” on the memory care unit.
The bottom line is this – employees who routinely participate in advanced training and education should be offered the opportunity for some type of advancement, no matter how large or small. Doesn’t it make sense to have a well-educated staff who sticks around?
Burnout
Healthcare is a stress-filled occupation. Most employees know this going into it. But stress and burnout are two different things. Stress comes and goes, is normally short-lived and most people can handle it. Burnout, on the other hand, is relenting, chronic stress that exhausts a person’s ability to cope.
Due to the high levels of turnover in healthcare and in particular, senior care, good employees are burning out fast. They are working overtime, carrying heavier workloads and doing their best. This can last only so long until they become frustrated, tired, and then leave.
Leadership has to get a handle on employee burnout now, because there is already a nursing shortage and experts are predicting more turnover in the near future.
Lack of Decision-Making and Empowerment
The word “empowerment” has been used in so many ways, management may not know what it means anymore. Employee empowerment boils down to be somewhat self-directed and poses the ability to solve problems and make decisions that will be supported by management. Unfortunately, there is a plague in certain organizations called “micromanagement” and it is one major reason people leave.
It makes no sense to invest in good employees, train and educate them and then watch over their shoulders. Quite the opposite, they should be made to feel some ownership, make suggestions, and exercise some level of authority and responsibility. Employees who feel this way are far more likely to stay.
Negative Corporate Culture
Sometimes new employees don’t know much about the organization’s culture, until they find out that it doesn’t align with their values. Most employees want to work for companies that mirror their principles. They feel more at home or more in sync when they do. It’s fair to say that many employees are looking for the following qualities in their company:
- Strong and positive leadership
- Good teamwork
- Open communication
- Work-life balance
- Ongoing training and education
- Opportunities for advancement
- A healthy and happy environment
Final Thoughts on Turnover
Employee turnover in healthcare and in particular senior care is alarmingly high. It is making leaders, managers and supervisors stay up at night. Fortunately, there are many things that can keep good employees in place. It’s not rocket science and it’s not even money. Of course, staff want to be paid fairly and competitively, but their paycheck isn’t among the top 7 reasons they leave. Remember this – your company is only as strong as your employees.