How to Retain Good Employees

I started my career helping long term care facilities retain employees because turnover is so incredibly high and expensive. I would hold small groups of employees and listen to their problems and issues about the work environment, management and so on. It surprised me that among the top reasons people leave had little to do with money. They expressed lack of respect, work-life balance, being appreciated and being treated fairly as reasons that would make them quit. I also discovered that people don’t leave facilities or companies. They leave their managers and supervisors – the person directly above them in authority. In other words, people leave people. Listening to them made a big difference, because they knew they were being heard. Someone cared.

Simple Retention Strategies

I also learned that employee retention is not rocket science. Instead, it is actually simple, because what employees want are the simple things that we take for granted every day. Employees are our greatest assets, therefore we need to treat them this way and remind them how valuable they are to us. Love is a strong energy. Another strategy involves finding ways to get your employees to fall in love with the organization. What is special about your company or facility? What do you love about it? Find ways to help your employees fall in love with your group.

Retaining good employees starts with recruiting and hiring the right people. This is easier said than done, I know. But, it makes a huge difference concerning turnover. When people don’t fit in, aren’t good for their position, or don’t feel attached – they leave. There is something to be said about personality – job fit.

I also found that leadership is one of the most important elements to effective employee retention. My favorite style of leadership is called “Servanthood Leadership”. This involves the individual’s desire to serve first. It has little to do with holding a position of power or control, but rather is more about a deeply held drive to serve others. Then, leadership naturally happens. People follow people who serve others. Can you think of the many individuals throughout world and American history who were servant leaders? Jesus Christ comes to my mind immediately. So does George Washington and Abraham Lincoln. Martin Luther King, Mother Theresa and Gandhi are others examples of servant leaders.

Recognition is always a good way to show your employees appreciation for their commitment and hard work. A simple “thank you” goes a long way. Don’t forget that within most employees is a need to be recognized and loved. They also have another need that we can use as a retention strategy – the need to have fun. Although health care is a very demanding and serious business, there are many opportunities to lighten things up and have a little fun, so don’t forget the fun factor.

Money and benefits are important, too, so try your best to be competitive and know the trends in pay and employee benefits. Sometimes, employees will stay solely for their benefits and not their paycheck. It just depends on what is most important to them.

Final Thoughts on Retention

In senior care, the most expensive items are payroll, food costs and costs associated with turnover. Good employees may leave for silly reasons. It is difficult to replace good people. Start by trying to hire the best candidate for the position. Will they fit in? Then, bond with them. Your relationship with them matters. Build trust, show them respect and make a big deal about them every now and then. Try serving your employees more and see what happens. Make it difficult for them to leave.

More About Recruiting and Retention

• Successful Employee Retention Strategies
• Recruiting the Best Employees
• Employee Turnover in Senior Care

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